<h2>1. Finding the right balance between presenteeism and telework
</h2><p>To improve quality of life at work (QWL), it is necessary to learn from past years. And we have clearly seen it with the health crisis and the (admittedly forced) development of teleworking: presenteeism in the office as such no longer really makes sense. The home office has found its place in the daily lives of managers and employees. And even managed to question the usefulness of offices.</p><p>However, at the same time, distance learning has shown some limitations, particularly in terms of collaborative work: more preparation, more tiring, less productive... That's why on-site meetings and interactions always appear to be effective.

In order to improve the quality of life at work, it is necessary to succeed in combining the effectiveness of teleworking with the relevance of collaborative work in real life, within offices. There is no single solution: each company must find the organization that&nbsp;best suits employees while promoting the performance of the structure.</p><p>&nbsp;</p><h2>2. Alternative workspaces
</h2><p>In 2022, improving the quality of life at work requires the implementation of alternative workspaces. Standing desks, seats with bicycle pedals, sofas, quiet rooms... The idea is to offer your employees places that complement the traditional desks and chairs.

These alternative spaces give employees the opportunity to isolate themselves if they find the open space too noisy, to access cozy places for collaborative meetings or to avoid musculoskeletal disorders (MSDs) by changing their position. So many ways to relieve the body and mind of your employees during&nbsp;their working day, without affecting their productivity.</p><p>&nbsp;</p><h2>3. Work outdoors
</h2><p>What if, in 2022, the sun became a lever for quality of life at work? Rather than constantly locked in offices, why not try to get some fresh air while working? A way to change the environment, to get out of the atmosphere of the offices that can be heavy for some and to free oneself a little from barrier gestures or distancing rules.

There are several possibilities to implement all this. This can simply take the form of a short break outside, but&nbsp;you can also imagine more distant outings. For example, organizing a team building event in a natural setting can be a very good idea. Or even schedule a meeting or brainstorming in a connected caravan. This is called the "Wildesk".
</p><p>Still, a little novelty, especially enjoying the sun and fresh air, can only be positive to improve the quality of life at work.</p><h2>4. Take care of employees' health</h2><p>Improving the quality of life at work involves taking care of the health and vitality of employees. To do this, it is more effective to go through positive actions than to hold guilt-inducing speeches about junk food or the dangers of smoking, for example.</p><p>&nbsp;</p><p>Diet, lifestyle, sport, stress management: all these points deserve special attention and the implementation of actions or devices. This can be very simple, such as setting up a nap room where employees can rest after lunch and leave for a healthy afternoon.</p><p>&nbsp;</p><p>But other initiatives can do employees good and have a direct positive impact on the organization of work. Like what:</p><p>● gym, yoga or medicine classes;</p><p>● workshops to make lunchboxes to eat balanced dishes at lunch;</p><p>● actions or support on the occasion of the month without alcohol or the month without tobacco, etc. </p><p>&nbsp;<br /></p> <h2>5. Rethink the role of the manager</h2><p>Improving the quality of life at work is not just about employees' working conditions. It is also their degree of autonomy and involvement, the recognition they get in their work and communication and their relationships with their superiors.</p><p>&nbsp;</p><p>The quality of management is frequently singled out among the causes of ill-being at work. Manager-employee trust must be renewed and rethought. This is why it is necessary to detach oneself from a so-called "old-fashioned" management with long meetings, constant reporting, etc.</p><p>&nbsp;</p><p>The autonomy granted to employees is an important lever, and even more so since the health crisis and the rise of teleworking. The evolution of the managerial function also involves a role of driver, support and facilitator for future developments in work.<br /></p> 

5 tips to improve quality of life at work in 2023

<div role="label">Behind the notion of quality of life at work are all the actions that improve working conditions and the well-being of employees, while ensuring the company's performance. Teleworking, alternative workspaces, outdoor work, employee health devices, the role of the manager: find 5 tips to improve the quality of life at work in 2023.</div>

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life-at-the-office

Life at the office

the-offices-of-tomorrow

The offices of tomorrow

Discover our latest articles on well-being at the office

well-being-at-the-office

Well-being at the office

<h3>What is meant by the office of the future?</h3><p>Behind the concept of the office of the future lies the idea of the Smart Office, which literally means an "intelligent office." This mainly involves a space equipped with internet-connected devices that communicate with each other through a shared network.</p><p>This "intelligent" system is capable of monitoring and analyzing a large amount of data, managing multiple actions, and improving working conditions in various aspects, including:</p><ul><li>Comfortable working conditions</li><li>Enhanced employee productivity</li><li>Automation of tasks considered secondary</li><li>Energy savings</li><li>Improved workplace security, and more.<br /></li></ul><h3>Simplification of daily tasks</h3><p>The office of the future helps reduce time losses associated with certain seemingly simple and non-value-added daily tasks that can cause significant time wastage. This can include access to premises as well as the use of different workspaces.</p><p>Regarding office access, currently, an employee needs to present a badge to enter the parking lot, premises, or secure areas of the site. The office of the future, for example, may feature connected badges with integrated access rights for their owners. The various doors can open without the employee having to take any action.</p><p>In terms of managing different rooms and restrooms, sensors can be installed to determine if a room has been used or not during the day. The same applies to toilets, thanks to door opening sensors. This technology efficiently measures real-time room occupancy rates. Similarly, the cleaning staff can focus only on areas that have been used during the day, resulting in significant time and productivity savings.</p><h3>Improvement of the work environment</h3><p>Improving the quality of work life remains one of the main objectives of the office of the future. The support of connected devices and data applies not only to different workstations but also to enhancing the environment throughout the building.</p><p>With thousands of sensors, data regarding temperature, air quality, or humidity levels can be processed in real-time. Based on this information, the office of the future can automatically make adjustments necessary for the well-being of employees. For example, maintaining a humidity level between 45% and 65% and a temperature of 21&deg;C. Additionally, the CO2 level can be analyzed, and if it is too high, the Smart Office can activate air ventilation in the offices.</p><p>Beyond improving the quality of work life for employees, by calculating room occupancy rates, the office of the future enables energy savings. It can adjust energy usage based on actual needs, such as increasing heating or reducing lighting in unoccupied areas.<br /></p><h3>Reducing constraints for employees</h3><p>Directly linked to work-life quality, the office of the future should have a positive impact on employees' well-being. This involves reducing stress and preventing physical risks in the workplace. Connected devices can also be integrated into furniture.</p><p>In the near future, it is conceivable to have a device indicating to employees when it's time to change position&mdash;for example, alternating between sitting and standing at their desks, taking a short break, stretching, etc. Similarly, an intelligent desk can learn user preferences and adapt to provide personalized comfort that enhances productivity. In the same vein, the desk can change colors according to the employee's preferences. For instance, a red light indicating "Do not disturb" or blue to signify "On break."</p><p>The office of the future should place employees at the center of the organization by facilitating their daily routines while preserving their well-being, allowing them to evolve and work with maximum efficiency.</p><p>JLL supports you in the purchase or rental of your offices, business premises, warehouses, and shops throughout France. Contact our team to present your project and receive assistance in finding a property that suits your needs.<br /></p>

What will the office of the future look like?

How can we improve employee productivity while reducing technical and physical constraints? That is the main objective of what is called the "office of the future." This collection of connected devices aims to rethink working conditions to save time and increase productivity. Connected badges, room availability, adjusted temperatures and lighting, intelligent furniture&mdash;discover what the office of the future should look like.

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office

The Office

<p>The offices in the North-East periphery are mainly located in the municipalities of Zaventem, Machelen, Vilvoorde and Sint Stevens-Woluwe. They benefit from the proximity of Brussels Airport, the Brussels Ring Road, an extensive green environment and lower property taxes applicable in the Flemish Region.</p><p>Originally, the area attracted small and medium-sized companies in the technology and business services sector. Although this is still the case, the recent addition of large office buildings in the Brussels Airport terminal area has attracted large multinationals from different sectors.</p><p>The airport sub-district benefits from excellent national and international travel connections, shopping malls and hotels, as well as future expansion possibilities on the site.</p>

North-East periphery

North-East Periphery

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districts-in-brussels

Districts in Brussels

<h2>Responding to the physical and moral consequences of the crisis</h2><p>The regenerating office presents itself as a necessary response to the physical and moral fatigue of many employees. Indeed, according to a JLL study of &nbsp;3,000 employees worldwide, 42% of them no longer feel "energized" at work. An observation highlighted by the health crisis which, for the past two years, has disrupted daily work habits.</p><p>The intensive practice of teleworking has generated physical and moral fatigue among employees, an increasing level of anxiety and a deterioration in social relations. On this point, nearly 7 out of 10 employees admit that they are unable to maintain qualitative interactions with their colleagues working from home.</p><p>For many, remote work even generates the feeling that their involvement is not recognized at its fair value. Half of the employees surveyed feel that the time and effort spent on their company over the past 18 months has not been sufficiently recognized or rewarded.</p><p>Beyond moral health, it is also the physical health of employees that is undermined. More than 6 out of 10 employees deplore the fact that they cannot find the time and energy to integrate health and well-being habits into their daily lives.</p><p>As a result of all this, 4 out of 10 employees no longer consider their company as a good place to work, and 1 in 4 employees no longer project themselves into their company within 2 years.</p><p>In this context, employers, as guarantors of employees' well-being, must take this issue to heart. The regenerating office stands out as a solution to promote quality of life at work through three pillars: mental health, physical health and the social dimension.</p><p>&nbsp;</p><h2>How to set up a regenerating office?</h2><p>The regenerating office aims to create an inclusive, friendly work environment, where employees can flourish without ending their days exhausted, both physically and morally. The objective is simple: to create the conditions to promote well-being in the long term, taking into account the new reality of work dictated by the health crisis. A way to combine employee engagement and sustainable performance for the company.</p><p>But how to set up a regenerating office? It is necessary to rethink the organization of work: places, schedules, meeting areas. It is therefore necessary to question the uses of the different spaces of the company taking into account the new specificities that have appeared with the health crisis. For example, what are the places that are little or poorly used? How to adapt the spaces taking into account the traffic of employees and their attendance? It is not uncommon today to see offices deserted on some days and very busy on others.</p><p>As has been said, the regenerating office aims above all to increase well-being at work for all employees. To succeed in this transformation, it is relevant to involve employees. It is recommended to conduct a survey to understand the typical days of employees, according to their positions and responsibilities. It is also interesting to question and exchange with employees. A way to identify their working method, their way of interacting, the management of their rhythm and their energy.</p><p>This exhaustive work makes it possible to understand in a precise way the path of employees in the professional environment, their expectations and needs. All this information is needed to develop a strategy and an action plan to set up a regenerating office that promotes the well-being of employees and the company's performance.</p><p>&nbsp;</p>

The regenerating office: a guarantee of well-being at work?

<p><em>After two years of a health crisis that has transformed working methods, many employees deplore physical and moral fatigue. In this context, solutions must be found to improve the well-being of employees. This requires an internal transformation and an evolution towards a regenerating office where employees can evolve in a fulfilling environment.</em></p>

The regenerating office : a guarantee of well-being at work?

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<h2>Which speaker to choose according to the objectives of his seminar?</h2><p><strong>If you want to pass on a message to your employees, a specialized facilitator or speaker will meet your expectations. </strong>&nbsp;The animation of this type of event is at the heart of its business. He therefore knows how to make his interventions dynamic and interactive to improve communication and speaking within your company. The facilitator is, moreover, able to structure your seminar and able to manage the highlights, as well as the weak times.</p><p>&nbsp;</p><p><strong>Your seminar can also aim to bring new skills to your employees.&nbsp;</strong>Learn new business techniques, learn about the economics of a particular sector or exploit all the functions of a computer tool... To discuss this type of theme, go to a specialist, expert in the field you want to address. He certainly knows his job and knows how to pass on his knowledge during a business seminar.</p><p>&nbsp;</p><p><strong>If you want to focus your seminar on group cohesion and corporate culture, choose a "</strong>coach" speaker, recognized for his achievements in a different sector of activity than yours. It can be a sportsman, an artist, a chef... Its notoriety will make it attractive and legitimate in the eyes of your employees. Especially since, proficient in the seminar exercise, these coaches know how to compare their experience with the current business world. They will therefore be able to provide your employees with tools and working methods that are useful on a daily basis.</p><p></p><p>&nbsp;</p><h2>What are the specificities of these stakeholders?</h2><p>As you will have understood, speaker, facilitator, business specialist and coach do not perform quite the same function. To choose the one that will optimally meet the objectives of your business seminar, find out about the specificities of each.</p><p>&nbsp;</p><h3>Facilitators</h3><p>The facilitator is ideal to <strong>offer your employees the opportunity to exchange on their professional experiences</strong> and to share them with all their colleagues. This speaker also knows how to structure the exchange and distribute speaking time.</p><p>&nbsp;</p><p>Before the seminar, it is important to introduce him to your company and your employees, to inform him about the problems encountered and the objective.&nbsp;<strong>This information will allow him to prepare his intervention, in perfect adequacy with the profile of your company.</strong> &nbsp;In turn, this seminar will help strengthen your corporate culture.</p><p>&nbsp;</p><p>The host knows exactly how to capture the attention of his audience.&nbsp;<strong>He is not in the posture of the teacher who teaches passive students: he creates and fluidifies the exchange.</strong> &nbsp;This not only avoids boredom - the worst enemy of the business seminar - but also facilitates speaking, because the facilitator, thanks to his charisma, arouses sympathy and places his audience in a climate of trust.</p><p>&nbsp;</p><h3>Business specialists</h3><p>A company seminar can include training or practical workshops, with a view to developing the skills of your employees. &nbsp;<strong>Choose a specialist in the field you want to tackle</strong> and make sure that their teaching offer perfectly meets the needs of your company.</p><p>&nbsp;</p><p>In a company, skills certainly come from employees, but new issues can emerge.&nbsp;<strong>A deepening is then necessary to normalize knowledge within the team.</strong> &nbsp;Whether they are uninitiated or knowledgeable, each of your employees can benefit from the intervention of a business specialist.</p><p>&nbsp;</p><p>Indeed, as a recognized expert in his sector of activity, <strong>the business specialist is an authority and enjoys legitimacy in the eyes of your colleagues.</strong> &nbsp;He also knows how to adapt to his audience and value each other's knowledge. This, by asking them questions or encouraging them to go further in their reflection.&nbsp;</p><p>&nbsp;</p><h3>Coaches</h3><p>The term coach here overlaps several profiles. Your speaker at the company seminar can be a sportsman, the creator of a revolutionary application, or even an astronaut. It can also be a person with an atypical background, such as a traveler who went around the world with only a backpack and a compass.&nbsp;<strong>It is above all a question of presenting your employees with an inspiring personality, with a certain experience. </strong></p><p>&nbsp;</p><p>This type of stakeholder compares his achievements with the activities of a company. He explains his journey, the difficulties encountered and how he managed to overcome them to carry out his project. Based on a powerful experience, <strong>his speech is all the more playful as it will not only succeed in captivating the audience, but also in carrying a strong and </strong>motivating message<strong>.</strong><br /></p>

Speakers at the company seminar: how to choose them?

<p><em>In order to select a speaker
consistent with your project, it is essential to define the objectives of your
seminar beforehand. Once the purpose of the event is clearly established, you
will know better which speaker to choose for your seminar to be a success.</em><o:p></o:p></p>

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<p>The office market is the second largest in the capital, although the Brussels city centre also has a commercial, residential and leisure function. The office clusters are located near the new pedestrian zone in the city centre and near the central station (Brussels Central). </p><p>The Heart of Brussels is home to many large office users, including public sector companies and companies in the financial and service sector.</p><p>In addition to the presence of 3 main railway stations and access to a wide range of public transport, the historic heart of the city offers a trendy area with high quality new or renovated office space. It is a place known for its dynamism, especially in sub-neighbourhoods such as Marolles or Mont des Arts where you will find many services such as restaurants and shops.</p>

The City Centre

<p>The Pentagon office district was named after the recognisable pentagonal shape of the Brussels inner ring road that surrounds the city centre.&nbsp;</p>

<h2>What is the flex office?</h2><p>Flex as flexibility, office as desktop. The flex office brings us back to the notion of a flexible office. But what does it involve?</p><h4>Flex office vs desk sharing</h4><p>In companies, offices are rarely 100% occupied. Business travel, holidays, RTT, work stoppage: there are many reasons to leave an office vacant. And this is even more true since the generalization of teleworking in France.</p><p>Faced with this situation, some companies have decided to provide smaller workspaces, but always adapted to the number of employees present at the same time. The offices are no longer assigned and everyone can change them from one day to the next. This is called desk sharing, or shared office.</p><p>The flex office is different and goes further, because it is designed to adapt to the daily life of teams. To meet the needs inherent in the various tasks of employees, the flex office is based on a new layout of the premises.</p><h4>Adapted premises</h4><p>The flex office is not just about eliminating certain workstations and saving on square meters. It provides a response to another need: that of offering premises adapted to various work situations. If the open space is acclaimed by many companies, it is not always the ideal solution.</p><p>Need to isolate yourself to make a confidential call or concentrate? Go to a closed box provided for this purpose. Need to bring teams together to take stock of a project? The meeting room is ideal, with its large table and television allowing even videoconferences. To take a break, the relaxation room, the kitchen or the terrace are the places to be preferred.</p><p>The flex office makes it possible to adapt the premises to the constraints of each. It is therefore a key solution to facilitate the work of employees, and ultimately improve their well-being and productivity.<br /></p>  <h2>The advantages of flex office</h2><p>The flex office offers many advantages, for employees and companies. Focus on the reasons to opt for the flex office.</p><h4>For employees</h4><p>As an employee, benefiting from premises allowing flex office is a real advantage. This allows :</p><ul><li>to have workspaces adapted to their needs (meeting room, open space, telephone box, break room, etc.);</li><li>to meet new people, to get to know colleagues better and therefore to work better together;</li><li>to promote teamwork and exchanges thanks to the many collaborative spaces available.<h4>For the company</h4><p>For a company, the flex office also has several advantages:</p></li><li>On the employer brand side, it highlights the modernity of the company and its concern to promote the well-being of its employees;</li><li>Fulfilled employees benefiting from adapted premises is also the guarantee of increased productivity;</li></ul><p>It is also a way to reduce real estate costs: by avoiding assigning one office per person, space can be saved.<br /></p><h2>How to set up the flex office?</h2><p>For the implementation of the flex office to be a success in companies, it is necessary not to impose it overnight on employees. The implementation of the flex office must be done in stages to be successful.</p><h4>Lessons learned from teleworking during the Covid-19 epidemic</h4><p>The Covid-19 pandemic has really disrupted our work habits. Forced to work remotely, we had to adapt willy-nilly to this new way of working.</p><p>But not all employees appreciated the home office. The home office is for some an intrusion of work into the private sphere, and the difficulties that go with it to respect one's work schedules at home. Remote work has shown the ability of employees to adapt, but it has also revealed the difficulties and limitations of teleworking for some.</p><p>Two-thirds of French people enjoy alternating between work at the office and work at home and would like to be able to telework at least 1 day a week. But a third of employees refuse 100% teleworking. These statistics therefore illustrate the adaptability of employees but also their limits.</p><h4>Prepare for the transition to flex office</h4><p>Disrupting the work habits of your employees overnight without warning or consulting them may not be the best method to adopt. Going from a fixed and closed office to shared offices overnight can be a sudden change.</p><p>To make the transition, it is important to warn employees that changes will occur. We must warn them of the physical transformations of the workspace and explain to them how this new organization will impact their daily lives. The work of human resources and managers upstream is important for this transition to take place smoothly.<br /></p><h2>How to manage the flex office?</h2><p>The flex office requires rethinking the space. New arrangements and a new organization that promotes employee mobility are needed.</p><h4>Requirements for moving to flex office</h4><p>Employees are required to change their "workstation" from one day to the next of the week, or even within the same day. It is therefore essential that everyone benefits from equipment that is easy to transport. The laptop is therefore indispensable.</p><p>A high-speed WiFi connection is also required so that you can be permanently connected without the need to connect with an ethernet cable. Finally, for an effective flex office, the premises must of course offer different spaces adapted to the work situations of employees.</p><h4>How does the flex office work on a daily basis?</h4><p>To set up the flex office, it is necessary that each employee has a dedicated storage space. Upon arrival, each employee simply has to fetch their laptop from their locker. Depending on the tasks he has to perform, his mood, his constraints, he can settle in the most appropriate space.</p><p>&nbsp;<br /></p>

Flex office: what are its advantages, why choose it and how to manage it?

<p><em>What if our workspaces had to be redesigned? Meeting room, open space, telephone box, relaxation room: the flex office rethinks the layout of the premises to adapt to different work situations. Find out everything you need to know about flex office, or when the premises adapt to the needs of employees.</em></p>

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<h2>What is employee advocacy?</h2><p><em>Employee advocacy</em> is a marketing strategy that aims to <strong>turn certain employees into ambassadors of the company</strong>. They are invited to speak in their professional and personal spheres to <strong>promote the company's values, employer brand, services and products.</strong></p><p>&nbsp;</p><p>This strategy of valuing the company by its own employees has largely<strong> democratized with the advent of social networks</strong>. The latter have now become essential in the communication of a company. Employee <em>advocacy</em> and its ambassador system therefore make it possible to strengthen the reach of the company's social content by relying on an internal "resource": employees.&nbsp;&nbsp;</p><p><br /></p><h2>Employee advocacy: what are the advantages for the company?</h2><p>Employee advocacy has many advantages for the company, whether from a marketing or commercial point of view, but also for HR and for the employee ambassadors themselves.</p><p>&nbsp;</p><h3>More credibility in communication</h3><p>The establishment of employee ambassadors offers more <strong>credibility in the messages conveyed by the company. </strong>&nbsp;It is common for the word of leaders to be questioned by customers or consumers, who see it as only a business leader eager to sell his products or services. Employee <em>advocacy</em> therefore makes<strong> messages more credible and authentic</strong> since they are disseminated by employees and not by the company.</p><p>&nbsp;</p><h3>Enhancing the brand image</h3><p>Beyond the credibility brought to your messages, <em>employee advocacy</em><strong> also strengthens the company's brand image</strong>. By setting up a system of employee ambassadors, you convey the image of a structure that trusts <strong>its employees, gives them a voice, involves them in the life and evolution of the company</strong>. This will be perceived positively both by consumers and by future prospects or potential candidates.</p><p>&nbsp;</p><h3>Stronger employee engagement</h3><p>With the <em>employee advocacy</em> system, employees feel more <strong>involved in the life of the company but, above all, valued</strong>. Giving employees the freedom to highlight the brand and their work can be seen as a great sign of trust. This strategy is very motivating for employee ambassadors, which <strong>increases their commitment and involvement</strong> within the company. </p><p>&nbsp;</p><h3>A wider audience</h3><p>By involving your employees as ambassadors, you benefit from a <strong>diffusion and therefore a much wider audience</strong> for all your brand messages. Logically, you <strong>increase your chances of generating new leads</strong>. This is good news for the company's marketing and sales teams.</p><p>&nbsp;</p><h3>Cost reduction</h3><p><em>Employee advocacy</em> also has a financial advantage. As you know, communication is expensive. Online advertising campaigns or on different media, e-mailing, recruitment of a community manager for social networks: all these strategies &ndash; even if they are interesting &ndash; represent costs and therefore a reduction in your margin. Employee ambassadors contribute to <strong>reducing these costs while improving the employer brand.</strong></p><p>&nbsp;</p><p></p><h2>How to set up employee advocacy?</h2><p>To take advantage of the many benefits of employee <em>advocacy</em>, it is necessary to follow a few important steps and make the necessary tools available to your employee ambassadors. </p><p>&nbsp;</p><h3>Set goals</h3><p>To successfully launch an <em>employee advocacy</em> program, it may be relevant, as a first step, to <strong>set certain objectives</strong>. For example, deciding on a number of posts shared each month by employee ambassadors. Several advantages to this:</p><ul><li><strong>analyze the number of clicks or impressions of</strong> publications in order to have feedback on the real influence of your ambassadors on the visibility of posts;</li><li>The marketing department can <strong>track the number of new prospects</strong> arriving through <em>employee advocacy</em> to measure their effectiveness.</li><li>HR can <strong>measure changes in employee engagement and </strong>well-being at work <strong>through their Quality of Life at Work (QWL) indicators.</strong></li></ul><p>&nbsp;</p><h3>Define a guide to good practices</h3><p>Even if employee advocacy bets, among other things, on the spontaneity and authenticity of its ambassadors, it is necessary to establish certain rules of good practice, guidelines. This can avoid some communication errors and unpleasant surprises on social networks.</p><p>&nbsp;</p><p>The guide, defined with the help of the marketing department, can include examples of publications, ideas for hashtags to use and, conversely, the kind of information not to reveal on the networks.</p><p>&nbsp;</p><h3>Define the team of ambassadors</h3><p>To carry out employee <em>advocacy</em>, it is of course necessary to set up a team of employee ambassadors. But the choice of employees is obviously important. It is necessary to choose &nbsp;people who are <strong>willing to promote the company </strong>and who feel comfortable communicating.</p><p>&nbsp;</p><p>To help your ambassadors, jointly establish <strong>a communication plan </strong>on the messages to be disseminated, from the employer brand to the products and services to be highlighted.</p><p>&nbsp;</p><p>The most difficult thing will undoubtedly remain to maintain the commitment of employees over the long term so that this strategy does not run out of steam over time. To do this, you can, for example, create small rewarded contests that will motivate ambassadors in their tasks.</p><p>&nbsp;</p><h3>Use an employee advocacy platform</h3><p>There are several <em>employee advocacy</em> platforms &ndash; &nbsp;such as Sociable, LumApps, Sharee or SociallyUp to name a few &ndash; that will allow you to <strong>easily manage communication and publications</strong>. In particular, ambassadors can have at their disposal content established by the company to which they can have easy access to republish it on their respective networks.</p><p>&nbsp;</p><p>If the company has an intranet, it is quite possible to use this tool to plan and coordinate the communication actions of employees.<br /></p>

Employee advocacy or employee ambassador: what interests for your company?

<p>To communicate, a company can rely on a community manager to manage its social networks or invest in advertising. But what if the solution for effective communication was already found internally? What better image than that of employees extolling the merits of their company, their products or their services? This is called employee advocacy. How this strategy works, benefits and implementation: find out everything you need to know about employee advocacy, or employee ambassador.</p>

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 meters="1.000"
 value=1000
desks="1.000"
[min.2000]
 meters="2.000"
 value=2000
desks="2.000"
[min.5000]
 meters="5.000"
 value=5000
desks="5.000"
[min.10000]
 meters="10.000"
 value=10000
desks="10.000"
[min.25000]
 meters="25.000"
 value=25000
desks="25.000"
[min.50000]
 meters="50.000"
 value=50000
desks="50.000"
[min.100000]
 meters="100.000"
 value=100000
desks="100.000"
 
[max]
[max.30] 
  meters="30"
  value=30
  desks="30"
[max.50]
 meters="50"
 value=50
desks="50"
[max.100]
 meters="100"
 value=100
desks="100"
[max.250]
 meters="250"
 value=250
desks="250"
[max.500]
 meters="500"
 value=500
desks="500"
[max.1000]
 meters="1.000"
 value=1000
desks="1.000"
[max.2000]
 meters="2.000"
 value=2000
desks="2.000"
[max.5000]
 meters="5.000"
 value=5000
desks="5.000"
[max.10000]
 meters="10.000"
 value=10000
desks="10.000"
[max.25000]
 meters="25.000"
 value=25000
desks="25.000"
[max.50000]
 meters="50.000"
 value=50000
desks="50.000"
[max.100000]
 meters="100.000"
 value=100000
desks="100.000"
[max.1000000]
 meters="Unlimited"
 desks="Unlimited"
 value=1000000

Surface - Office

title = "Size"
disclaimer=""

[[metric]]
key = "meters"
unitLabel= "m²"

[min]
[min.30] 
  meters="30"
  value=30
[min.50]
 meters=50
 value=50
[min.100]
 meters=100
 value=100
[min.250]
 meters=250
 value=250
[min.500]
 meters=500
 value=500
[min.1000]
 meters="1.000"
 value=1000
[min.2000]
 meters="2.000"
 value=2000
[min.5000]
 meters="5.000"
 value=5000
[min.10000]
 meters="10.000"
 value=10000
[min.25000]
 meters="25.000"
 value=25000
[min.50000]
 meters="50.000"
 value=50000
[min.100000]
 meters="100.000"
 value=100000
 
[max]
[max.30] 
  meters="30"
  value=30
[max.50]
 meters=50
 value=50
[max.100]
 meters=100
 value=100
[max.250]
 meters=250
 value=250
[max.500]
 meters=500
 value=500
[max.1000]
 meters="1.000"
 value=1000
[max.2000]
 meters="2.000"
 value=2000
[max.5000]
 meters="5.000"
 value=5000
[max.10000]
 meters="10.000"
 value=10000
[max.25000]
 meters="25.000"
 value=25000
[max.50000]
 meters="50.000"
 value=50000
[max.100000]
 meters="100.000"
 value=100000
[max.1000000]
 meters="Unlimited"
 value=1000000

Default - Default - Surface

Surface - Coworking

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