Spaced out: the future of offices and the global effects of remote working

Jon Wilton

Are offices a thing of the past? 

“If you can go into a restaurant in New York City, you can come into the office and we want you in the office”

—James Gorman, CEO of Morgan Stanley


It hasn’t been a great year for the office. Perhaps the bells sounded a while ago. With cube farms and Dilbert in the nineties, the failure of a workspace revolution by WeWork, and then a spiky virus sequel named SARS-CoV-2. Was the office space doomed to fail or does it just need a rethink? 


As workers around the world wait to see if they are called back, Covid-19 fears will limit numbers on-site and there’s even a risk that rats nested and chewed up your office while you were way.


The heralding and doubts over remote working have peaked and troughed over the past 12 months. Jamie Dimon, CEO of JP Morgan, famously declared that there was no ‘creative combustion’ in virtual meetings, and said he wanted his staff back in the office as soon as possible. Likewise, the CEO of Morgan Stanley recently told staff that if they can go to a restaurant in New York they have no excuse to not be in the office. But many will go kicking and screaming. Lots of us really like remote working; statistics differ but around two thirds of workers in the UK would prefer to continue working from home on a hybrid model. Yet reports also suggest that roughly one in three home-workers state their hours have increased and many feel an expectation to be available at all times. 


Research done before the pandemic had already associated productivity increases with remote working. This is put down to less breaks and (surprisingly) less distractions at home. Many companies that switched to WFH during the pandemic echoed these findings. The reality of this productivity spike and its longevity are still fuzzy. Some workers are more productive at home while others work better in the office. Much of the research is contradictory because there are so many factors at play —which might explain why tech companies are thriving without an office while Wall Street banks are clamouring for staff to return.      


There were many reports and headlines about burnout. Zoom fatigue became an acceptable form of exhaustion last year (if home schooling your kids wasn’t exhausting enough). The hypothesis put forward is that video calls omit many of the non-verbal cues we use to show interest, leading to an intense focus on words and eye-contact, which drives up our cognitive load.

Lastly, quality of life has affected by remote working in various ways. Some families ditched London for Cornwall. Many of us got rid of a long and frustrating commute. On average, it has been calculated that UK home-workers save about £40 per week. It’s easier to make yourself something for lunch or go for a run on your break. Your dog is much happier having you around more (cats polled said they remain ambivalent).


Overall, the jury is still out on remote working. As we slowly phase out of pandemic restrictions, we thought it timely and relevant to ask what the future of offices and workspaces might look like post-pandemic. 


Office workers in hasmat suits at their desks - comical image

Six big changes to how we work

01 – The hybrid model


Probably the way most companies will go. This model entails employees coming into the office for 1-2 days a week. This way companies can shrink their office space and potentially redistribute their workforce. Productivity gains hopefully continue while some of the cohesiveness and face-to-face nature of working in the same space are maintained. In some cases, workers will be able to choose how many days they come into the office and change that preference depending on the nature of a particular project.


02 – Data collection


One of the potential inevitabilities of increased remote working will be digital tools to monitor employees’ worktime, such as virtual clocking in and out, tracking computer usage and monitoring internal chat and emails. Some of the additional tracking isn’t Orwellian on the face of it, as companies are currently trying to understand employee engagement and wellbeing through these tools. However, such holistic understanding probably serves the same end goal of improving productivity and might be viewed negatively if employees feel their spheres of public and private life are converging to their own detriment.


03 – Wellbeing and the employee experience


Pressures and burnout during the pandemic, as well as the encroachments of family life and home-schooling, meant that many managers were directly involved in measures to help the wellbeing of workers. This might have been extremely difficult for some and perhaps they considered it outside their remit, but there are signs this kind of role will continue and that leadership itself will grow to encompass and include greater degrees of mentorship. It is likely that job flexibility will become the norm, providing more options to adapt work to family life and other commitments. 


04 – The knock-on effects of remote working


Writing from the perspective of a digital transformation consultancy, it is easy to forget that many jobs can’t be relocated to home. Approximately a quarter of workers are in transportation, food, cleaning and maintenance. Many of these jobs will be affected by the closure of offices and the thinning out of commercial areas. Everything from coffee shops to train companies will potentially be affected by falling revenue. Remote work will benefit a minority but it risks magnifying inequalities at a social level. If this trend is inevitable, which it probably is, we need to rethink how our high streets function and also our economy as a whole. There might be some hidden positives. As our workforce becomes more distributed, there could be a larger network of hubs across the country, rather than just the powerhouse financial centres. Jobs and wealth might spread out a bit more and feed into local economies.


05 – The creativity dilemma 


It is often reported that creativity suffers virtually, and face-to-face collaboration is required to really get those creative juices pumping. I have not found any studies to back up this claim, but it is repeated anecdotally by many creative agencies and artists around the world. Many creatives have said the pandemic imposed a linear, corporate culture on their work habits, stifling their creativity. They faced a diary full of Zoom meetings which gave them little time to think and grow an idea. Many creative teams have said they found it much harder to collaborate virtually on projects. Their emphasis is often on the fragile nature of creativity, how it can’t be reduced to a process or repeated in the same way. Sometimes, as with so many creations, a perfect alignment of time and place is required. Was Abbey Road the sixth Beatle? 


It might be too early to answer this question, but if you are a creative business (and what business problem doesn’t require creativity) then this issue isn’t going away soon. 


06 – Pay grades


Another potential thorn for remote working is the potential for pay grades to be adjusted to reflect the cheaper cost of working at home. CEO of Morgan Stanley, James Gorman, said, in typically direct fashion, that if staff expected New York wages they better work in New York. Generally speaking, remote working is attached to well-paid jobs (often in tech) so this might not appear to be an immediate concern for job markets. However, globalisation has long spurred a general shift toward cheap remote labour and digital tools make it easier for companies of all sizes to benefit from freelancers working in poor countries. This raises questions about wage standards and ethics. 

Conclusion

A cat paw on a keyboard

The pandemic shunted us forward a few years and sped up a more gradual trend towards remote working. Zoom fatigue and a diary full of video calls is a reality that are we are still adjusting to. It is clear there are both gains and losses in this new era and the dust is yet to settle. Business leaders must continue to show empathy. They must coach their teams and discover better ways of working. Companies need to collect data and encourage feedback. Businesses must be agile. They must be able to pivot quickly and adopt new working patterns. Digital transformation is key, and the right tools are essential. Managers need mentoring and extra training to help them adapt to leadership with remote teams. 


At Cambridge Management Consulting we follow a hybrid model, but our workforce is spread out across 14 countries. We have performed successfully as a remote team for many years now. We’ve learnt many lessons along the way, but we are always learning, always refining our procedures and tools. 

About Us

Cambridge Management Consulting is a specialist consultancy drawing on an extensive network of global talent. We are a growth catalyst, assembling a team of experts to focus on the specific challenges of your market.


With an emphasis on digital transformation, we can help any business attempting to scale by combining capabilities such as marketing acceleration, digital innovation, talent acquisition and procurement.

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What’s your organisation’s type when it comes to cyber security? Is everything justified by the business risks, or are you hoping for the best? Over the decades, I have found that no two businesses or organisations have taken the same approach to cybersecurity. This is neither a criticism nor a surprise. No two businesses are the same, so why would their approach to digital risk be? However, I have found that there are some trends or clusters. In this article, I’ve distilled those observations, my understanding of the forces that drive each approach, and some indicators that may help you recognise it. I have also suggested potential advantages and disadvantages. Ad Hoc Let’s start with the ad hoc approach, where the organisation does what it thinks needs to be done, but without any clear rationale to determine “How much is enough?” The Bucket of Sand Approach At the extreme end of the spectrum is the 'Bucket of Sand' option which is characterised by the belief that 'It will never happen to us'. Your organisation may feel that it is too small to be worth attacking or has nothing of any real value. However, if an organisation has nothing of value, one wonders what purpose it serves. At the very least, it is likely to have money. But it is rare now that an organisation will not hold data and information worth stealing. Whether this data is its own or belongs to a third party, it will be a target. I’ve also come across businesses that hold a rather more fatalistic perspective. Most of us are aware of the regular reports of nation-state attacks that are attempting to steal intellectual property, causing economic damage, or just simply stealing money. Recognising that you might face the full force of a cyber-capable foreign state is undoubtedly daunting and may encourage the view that 'We’re all doomed regardless'. If a cyber-capable nation-state is determined to have a go at you, the odds are not great, and countering it will require eye-watering investments in protection, detection and response. But the fact is that they are rare events, even if they receive disproportionate amounts of media coverage. The majority of threats that most organisations face are not national state actors. They are petty criminals, organised criminal bodies, opportunistic amateur hackers or other lower-level actors. And they will follow the path of least resistance. So, while you can’t eliminate the risk, you can reduce it by applying good security and making yourself a more challenging target than the competition. Following Best Practice Thankfully, these 'Bucket of Sand' adopters are less common than ten or fifteen years ago. Most in the Ad Hoc zone will do some things but without clear logic or rationale to justify why they are doing X rather than Y. They may follow the latest industry trends and implement a new shiny technology (because doing the business change bit is hard and unpopular). This type of organisation will frequently operate security on a feast or famine basis, deferring investments to next year when there is something more interesting to prioritise, because without business strategy guiding security it will be hard to justify. And 'next year' frequently remains next year on an ongoing basis. At the more advanced end of the Ad Hoc zone, you will find those organisations that choose a framework and aim to achieve a specific benchmark of Security Maturity. This approach ensures that capabilities are balanced and encourages progressive improvement. However, 'How much is enough?' remains unanswered; hence, the security budget will frequently struggle for airtime when budgets are challenged. It may also encourage a one-size-fits-all approach rather than prioritising the assets at greatest risk, which would cause the most significant damage if compromised. Regulatory-Led The Regulatory-Led organisation is the one I’ve come across most frequently. A market regulator, such as the FCA in the UK, may set regulations. Or the regulator may be market agnostic but have responsibility for a particular type of data, such as the Information Commissioner’s Office’s interest in personal data privacy. If regulatory compliance questions dominate most senior conversations about cyber security, the organisation is probably in this zone. Frequently, this issue of compliance is not a trivial challenge. Most regulations don’t tend to be detailed recipes to follow. Instead, they outline the broad expectations or the principles to be applied. There will frequently be a tapestry of regulations that need to be met rather than a single target to aim for. Businesses operating in multiple countries will likely have different regulations across those regions. Even within one country, there may be market-specific and data-specific regulations that both need to be applied. This tapestry is growing year after year as jurisdictions apply additional regulations to better protect their citizens and economies in the face of proliferating and intensifying threats. In the last year alone, EU countries have had to implement both the Digital Operational Resilience Act (DORA) and Network and Infrastructure Security Directive (NIS2) , which regulate financial services businesses and critical infrastructure providers respectively. Superficially, it appears sensible and straightforward, but in execution the complexities and limitations become clear. Some of the nuances include: Not Everything Is Regulated The absence of regulation doesn’t mean there is no risk. It just means that the powers that be are not overly concerned. Your business will still be exposed to risk, but the regulators or government may be untroubled by it. Regulations Move Slowly Cyber threats are constantly changing and evolving. As organisations improve their defences, the opposition changes their tactics and tools to ensure their attacks can continue to be effective. In response, organisations need to adjust and enhance their defences to stay ahead. Regulations do not respond at this pace. So, relying on regulatory compliance risks preparing to 'Fight the last war'. The Tapestry Becomes Increasingly Unwieldy It may initially appear simple. You review the limited regulations for a single region, take your direction, and apply controls that will make you compliant. Then, you expand into a new region. And later, one of your existing jurisdictions introduces an additional set of regulations that apply to you. Before you know it, you must first normalise and consolidate the requirements from a litany of different sets of rules, each with its own structure, before you can update your security/compliance strategy. Most Regulations Talk about Appropriateness As mentioned before, regulations rarely provide a recipe to follow. They talk about applying appropriate controls in a particular context. The business still needs to decide what is appropriate. And if there is a breach or a pre-emptive audit, the business will need to justify that decision. The most rational justification will be based on an asset’s sensitivity and the threats it is exposed to — ergo, a risk-based rather than a compliance-based argument. Opportunity-Led Many businesses don’t exist in heavily regulated industries but may wish to trade in markets or with customers with certain expectations about their suppliers’ security and resilience. These present barriers to entry, but if overcome, they also offer obstacles to competition. The expectations may be well defined for a specific customer, such as DEF STAN 05-138 , which details the standards that the UK Ministry of Defence expects its suppliers to meet according to a project’s risk profile. Sometimes, an entire market will set the entry rules. The UK Government has set Cyber Essentials as the minimum standard to be eligible to compete for government contracts. The US has published NIST 800-171 to detail what government suppliers must meet to process Controlled Unclassified Information (CUI). Businesses should conduct due diligence on their suppliers, particularly when they provide technology, interface with their systems or process their data. Regulations, such as NIS2, are increasingly demanding this level of Third Party Risk Management because of the number of breaches and compromises originating from the supply chain. Businesses may detail a certain level of certification that they consider adequate, such as ISO 27001 or a System & Organization Controls (SOC) report. By achieving one or more of these standards, new markets may open up to a business. Good security becomes a growth enabler. But just like with regulations, if the security strategy starts with one of these standards, it can rapidly become unwieldy as a patchwork quilt of different entry requirements builds up for other markets. Risk-Led The final zone is where actions are defined by the risk the business is exposed to. Being led by risk in this way should be natural and intuitive. Most of us might secure our garden shed with a simple padlock but would have several more secure locks on the doors to our house. We would probably also have locks on the windows and may add CCTV cameras and a burglar alarm if we were sufficiently concerned about the threats in our area. We may even install a secure safe inside the house if we have some particularly valuable possessions. These decisions and the application of defences are all informed by our understanding of the risks to which different groups of assets are exposed. The security decisions you make at home are relatively trivial compared to the complexity most businesses face with digital risk. Over the decades, technology infrastructures have grown, often becoming a sprawling landscape where the boundaries between one system and another are hard to determine. In the face of this complexity, many organisations talk about being risk-led but, in reality, operate in one of the other zones. There is no reason why an organisation can’t progressively transform from an Ad Hoc, Regulatory-Led or Opportunity-Led posture into a Risk-Led one. This transformation may need to include a strategy to enhance segmentation and reduce the sprawling landscape described above. Risk-Led also doesn’t mean applying decentralised, bespoke controls on a system-by-system basis. The risk may be assessed against the asset or a category of assets, but most organisations usually have a framework of standard controls and policies to apply or choose from. The test to tell whether an organisation genuinely operates in the Risk-Led zone is whether they have a well-defined Risk Appetite. This policy is more than just the one-liner stating that they have a very low appetite for risk. It should typically be broken down into different categories of risk or asset types; for instance, it might detail the different appetites for personal data risk compared to corporate intellectual property marked as 'In Strict Confidence'. Each category should clarify the tolerance, the circumstances under which risk will be accepted, and who is authorised to sign off. I’ve seen some exceptionally well-drafted risk appetite policies that provide clear direction. Once in place, any risk review can easily understand the boundaries within which they can operate and determine whether the controls for a particular context are adequate. I’ve also seen many that are so loose as to be unactionable or, on as many occasions, have not been able to find a risk appetite defined at all. In these situations, there is no clear way of determining 'How much security is enough'. Organisations operating in this zone will frequently still have to meet regulatory requirements and individual customer or market expectations. However, this regulatory or commercial risk assessment can take the existing strategy as the starting point and review the relevant controls for compliance. That may prompt an adjustment to security in certain places. But when challenged, you can defend your strategy because you can trace decisions back to the negative outcomes you are attempting to prevent — and this intent is in everyone’s common interest. Conclusions Which zone does your business occupy? It may exist in more than one — for instance, mainly aiming for a specific security maturity in the Ad Hoc zone but reinforced for a particular customer. But which is the dominant zone that drives plans and behaviour? And why is that? It may be the right place for today, but is it the best approach for the future? Apart from the 'Bucket of Sand' approach, each has pros and cons. I’ve sought to stay balanced in how I’ve described them. However, the most sustainable approach is one driven by business risk, with controls that mitigate those risks to a defined appetite. Regulatory compliance will probably constitute some of those risks, and when controls are reviewed against the regulatory requirements, there may be a need to reinforce them. Also, some customers may have specific standards to meet in a particular context. However, the starting point will be the security you believe the business needs and can justify before reviewing it through a regulatory or market lens. If you want to discuss how you can improve your security, reduce your digital risk, and face the future with confidence, get in touch with Tom Burton, Senior Partner - Cyber Security, using the below form.
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