Results of Our International Occupier Survey & Sector-Specific Insights.

Discover the impact of post-Covid remote working on office and location strategies.

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URBANITE ADVISORS
OUR VIEWS FROM SURVEY RESULTS

How we work, Where we work and What offices we need will be different after the biggest remote working experience ever conducted at global scale. New locations are opening for people to live and for companies to operate from. There is no doubt that demand for traditional offices, especially in major cities, will drop materially. Demand will however emerge in new locations and in places that will offer a convergence of office, residential, hospitality and R&D.

People & Workplace

Hybrid Strategies

There is a strong consensus from both employers and employees for a return to the office between 2 to 3 days a week. Remote allowance will however differ significantly by business sector and SMEs are less likely to adopt extensive remote working policies.

Cities & Communities

Distributed Workplace

The choice of place, space and workplace will increasingly be distributed on a wider geography. Larger companies will provide a greater choice of workplace locations to tap into new talent pools and reduce commuting burden in major cities.

Regional Cities

Regional cities will rise: more affordable locations with good quality of life are rapidly attracting talent and employers generating new office demand.

Re-Urbanisation

Re-urbanisation will accelerate: attracting talent back to the office will be a major concern for all employers with the focus on central, accessible and vibrant locations within the city.

Offices & Services

Office is for Collaboration

The office as a collaboration place: with individual work shifting to home, the majority of space provision will be collaborative. Offices will need to provide hospitality-grade shared spaces.

Sustainability & Wellbeing

The focus on sustainability and employee wellbeing will be further reinforced in order to bring talent back to the office.

New Products

New real estate products will emerge at the intersection of offices with residential, hospitality, R&D and education.

respondents

Our online survey was conducted between March and May 2021. We had a balanced response from all major business sectors with local and international firms representing an estimated total of 15 million sqm of office occupancy.

83

Respondents
(Mostly Heads of CRE)

16

Countries
Represented

15M

Estimated Total SQM
of Office Occupancy

Technology, Media & Telecom
Banking, Finance & Insurance
Real Estate & Construction
Business Services
Logistics & Manufacturing
FMCG
Law
Automotive
Life Sciences
Chemical & Energy

Pre- and Post-covid remote working strategies

Most companies already have strong views on their post-Covid workplace strategy.

Pre-Covid

96% of respondents already had remote working arrangements pre-Covid.

With Manager Approval
To All Staff
By Exception
Not allowed

Post-Covid

76% of respondents already have strong views on their post-Covid strategy.

Currently Defining It
No Plan Yet
Agreed & Announced
Agreed But Not Yet Announced

The consensus on 2 to 3 days of remote working will further drive the adoption of agile workplaces.

Remote Working Allowance

Remote working allowance pre- & post-Covid (days / week).

Pre-Covid
Post-Covid

Pre- Vs. Post-Covid Averages

Average remote working allowance pre- & post-Covid (days / week).

0.8
2.2

Average Office Occupancy

Est. post-Covid average occupancy based on one additional day of remote working per week.

Pre-Covid
Post-Covid

Adoption of Agile Workplaces

Share of respondents implementing desk sharing pre- vs. post-Covid.

45%
76%

Corporate re-urbanisation trend will continue post-Covid.

Post-Covid Locations

Companies location strategies and planned changes post-Covid.

No Change
More Central
Central + Satellite
Move Out of City
Decentralized

Central Urban Focus

2.5x more companies plan to move to more central locations than less central.

key figures

Overview and key takeaways for all business sectors.

76%

Have Strong Views on Post-Covid Strategy

2.2

Average Days per Week of Remote Working

76%

Will Implement Desk Sharing Policies

53%

Will Introduce Co-working as Alternative Location

40%

Will Allow Temporary Work From Another Country

71%

Will Allow the Use of Other Existing Offices

80%

Are Planning Space Reduction

18%

Average Potential Reduction on Required Space

76%

Will Require More Meeting and Collaborative Space

differences between business sectors

There are significant differences in post-Covid strategies depending on your business sector.

Remote Working Allowance

Average remote working allowance pre- & post-Covid (days / week).

Pre-Covid
Post-Covid

Potential Space Reduction

Potential space reduction within the next 5 years (%).

PUBLIC ANNOUNCEMENTS ON POST-COVID REMOTE WORKING STRATEGIES

"As employers, we have an opportunity to create an even better workplace – one that allows us to be more connected to each other, find more balance between work and home, and advance equality – ultimately leading to increased innovation and better business outcomes.”

Brent Hyder
Chief People Officer at Salesforce
Source ›

"Our recent experience has demonstrated that, whilst we are a people-focussed business and collaboration is key, remote working has worked remarkably well and we can deliver high quality work whilst working remotely. Conversely, it has also reinforced the huge benefits we and our clients obtain from face-to-face interaction and the value of our offices as hubs of teamwork and learning and this policy does not detract from that.”

Andrea Arosio
Managing Partner at Linklaters
Source ›

"Given the positive experience and efficient measures already taken in the context of the Covid-19 crisis, PSA has decided to strengthen teleworking and to make it the benchmark for activities not directly related to production.”

Statement from PSA Groupe
Source ›

“We are excited about the future as we step into a new era for the Bank and the positive impact we can make on our productivity, wellbeing and carbon footprint. We also see this as an opportunity to appeal to a wider and more diverse potential future workforce.”

Tanuj Kapilashrami
Group Head, HR at Standard Chartered
Source ›

"We’ve long promoted flexible working, and we hope today’s announcements make it much more the norm rather than the exception. We want our people to feel trusted and empowered. These changes are in direct response to soundings from our people, who’ve said they value a mix of working from home and in the office. We want to help enshrine new working patterns, so they outlast the pandemic.”

Kevin Ellis
Chairman & Senior Partner at PWC
Source ›

“We anticipate never going back to five days a week in the office. That seems very old-fashioned now.”

Alan Jope
CEO at Unilever
Source ›

"Our new ways of working assume flexibility as a given and is based on trust, empowerment and a culture that focuses on behaviours and results. They reinforce our reputation as a great company for great people, allowing our people to be at their best and strengthening performance, well-being, engagement and a greener footprint.”

Charise Le
Chief HR Office at Schneider Electric
Source ›

“This is a drastic change from where we started the year. We have historically discouraged employees from working from home, preferring face time and in-office collaboration versus virtual exchanges. Our old preferences have been debunked during the pandemic.”

Dan Spaulding
Chief People Officer at Zillow
Source ›

"We have introduced an updated flexibility policy that applies to all office-based associates. The policy shifts responsibility from manager-approved to manager-informed, empowering associates to choose how, where and when they work within their country of employment."

Novartis statement
Source ›

"The company has announced it will have two “core working days” in the office as normal, primarily for collaboration and dialogue. Every team member is then to decide largely on their own where they work on the three flexible days – at the office, from home or elsewhere. We aim to achieve a mix, a hybrid working model, for when the pandemic is over. We call it Flex Forward."

Mario Mehren
CEO at Wintershall DEA
Source ›
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