Who would you like to sit near at work?


Sounds a simple enough question, but likely to provoke a mix of emotions that strikes at the heart of the social and business dichotomy. On one hand we like to sit with people that we can get on with; people that potentially share our interests, both inside and outside of work. But also they might be people that are different enough from us to challenge and stretch us without descending into acrimony. On the other hand we might put our ‘business’ hat on and consider our current role. As a technical specialist we might want to sit near other like specialists to share our learnings and experiences and deepen our capabilities. As a line manager I may consider whether I would like to sit with my boss and be more visible and aligned with the strategic directions of the organisation, or alternatively be with my team, to be a ‘hands on’ manager. As a client facing person I would similarly be considering whether it is best to sit near my customers or my service providers. As a senior executive I would also have to consider which stakeholders I would benefit most in being near. Even the idea of individuals being allocated a ‘seat’ is becoming outdated. Hot desking was established to enable facilities to be shared by staff not requiring a permanent location. A recent workplace study conducted of its CBD premises by one large organisation found that staff only spent 63% of their time at the office and of that time, were away from their desk 47% of the time, with the rest of the time being mobile between other workspaces and meeting rooms. The average occupancy was just over 30% overall. Facilities managers are now looking to design workspaces that can accommodate more modern and productive activity based work practices, while at the same time, making more economic use of the spaces provided.

 SNAW1In reality, when it comes to where we sit and co-locate with at work, most of us do not get asked. The task of assigning workspaces is left to line management and facilities staff. By default, workspaces will often be aligned with the formal organisation chart, making the assumption that the formal structure also reflects the preferred work patterns. This assumption is becoming highly questionable as workplaces become increasingly interdependent. Workspace allocation can become a highly emotive issue. It’s not just about the corner offices. It can be impossible to meet everyone’s expectations, yet its important that organisations maximise the opportunity that co-location offers. Despite the facility offered by modern communications technology, physical co-location is still by far the best means for sharing knowledge and maximizing productivity.  So how can we converge the duplicity of personal co-working preferences, natural team collaboration patterns with physical workplace design, to achieve maximum possible productivity?
SNAW2

Social Network Analysis and Workplace Design

Modern organisations are rapidly moving away from ‘command and control’ structures to more ‘empower and support’ frameworks, with of course social business initiatives leading the way. It is therefore not surprising that staff would be given more input into their physical working environment and in particular who they would like to sit near. The essence of this change is cleverly articulated in “Re-imagining Work”, part of the popular RSA animate series, where the choice of who we choose to work with and near is increasingly becoming a personal one. Social Business principles would dictate that it’s the people themselves, more so than their management,  that are best placed to choose their most productive collaboration partners. One doesn’t need to look further than the successful open source software industry to see this in action.

Social Network Analysis (SNA) is a method of choice for analyzing and understanding informal collaboration patterns. Typically an SNA study surveys staff about who they benefit from working with.  Social networking maps and analytics can then be developed to assess where the most productive patterns of collaboration exist and also potential productivity bottlenecks or blockages.

The “who would you like to sit near at work” question was designed to support projects looking to consider productive networking patterns into workplace occupation activities. Forward thinking facilities design and development firms are now appreciating that having a deeper understanding of the natural collaboration patterns of their prospective clients will enable them to provide a more convincing design and development proposition. In a recent project Optimice worked with one of Australia largest developers in developing an occupation plan for their key client, a major telecommunications organisation that was looking to refurbish their central city facilities. Their objective was not only to optimize their floor space, but to configure their physical spaces to be aligned to their ‘future way of working’ vision, which of course included much more mobility and technical enabled communications. Some 5,000 staff were asked to nominate and rate the people they would benefit most in terms of their personal productivity, by being co-located. As with any SNA study it only takes a relatively modest sample to characterize an organisation’s overall collaboration patterns. By aggregating at the ‘Team” level we were able to quickly identify those teams that feel they would be most productive when co-located. Additionally, because we were able to measure the ‘strength of ties’ between teams we could incrementally “fill” a building floor with teams preferentially by manipulating the strength filter, as illustrated below:

SNAW4The top panel identifies the two teams with the highest collaboration score (94), along with the total number of staff (230) contained within those teams. Decreasing the strength filter exposes additional teams with collaboration scores above (24) as shown in the middle panel, constituting a total staff of 1589. Decreasing the collaboration strength even further down to (12) exposes even more teams configured in several clusters. The clustering patterns, along with the staff counter, can be used by occupancy designers to effectively ‘stack’ building floors according to stated collocation preferences. Note that only just over 3,000 of the 5,000 staff would have been allocated at this point. We could continue to decrease the strength of tie filter to allocate the remaining teams or we could determine that those teams with only weak connections could be placed anywhere without seriously impacting their productivity. If you like, these teams could be used as ‘fillers’ for floors only partially occupied.

Where to Next?

 The above example identifies how SNA can be used to realize social business principles for collocating teams. The science of social networks can assist in mediating the politics that regularly pervade office space allocations. There is more to do however. Cohesive, co-located teams can deepen capabilities and enhance efficiency. Productivity however, is not just about efficiency.  We know that a certain level of diversity of connections is needed to facilitate creativity and to deliver innovation. Such connections may not require extended co-location but will require an environment where serendipitous connections are more likely. Those staff in roles requiring diverse networks tends to be those that are more often not in the office and/or not at their desk that often. These people may feel that nominating permanent co-location partners is incongruous with their desired mode of operation. Like teams that have no strong ties to other teams, at the individual level, those staff without strong ties are far from being outcasts, especially if they are seen to ‘bridge’ between cohesive teams, providing the important balance between cohesion and diversity that characterizes high performance organisations.

For the individual, the network ensuing from the simple question of “who would you like to sit near as work?” can be much more than your position in a popularity contest. While you may have a view of who you would benefit from being co-located with, even more insightful is who, if any, have nominated you as someone that they would benefit from being co-located. But that’s another story!

 

This entry was posted in Case Study, Social Business, Social Network Analysis and tagged , , , by Laurence Lock Lee. Bookmark the permalink.

About Laurence Lock Lee

I am a co-founder of Optimice Pty Ltd, the developer of Community Mapper, ONA Surveys, Visual Markets and Stakeholder Engagement. I am also the Chief Scientist and co-founder of Tech startup Swoop Analytics. My passion is networks; building them, participating in them, analysing them, improving them, writing about them. My work experience has largely been with corporate networks. However, I am excited about the prospect of working with community and network builders from all walks of life, be they NGOs, charities, professional societies, industry peak bodies, social enterprises etc... It doesn't take long to appreciate that 'building community' is the new 21st century mission statement.