Sv 
En Current situation
You need to understand the current situation
What works today, what creates friction and which needs should the workplace support better?
Employee surveys, workplace surveys and decision support
From employee insights to better workplace decisions.
We help organisations understand how employees work, what they need and which initiatives should be prioritised to make the workplace perform better.
Through surveys, employee insights and structured analysis, you get recommendations for the current situation, workplace strategy, change management and follow-up after change.
A survey becomes valuable when the results can be used in decisions. We help you move from answers and data to priorities, strategy and concrete workplace actions.
Typical situations
When do you need employee insights?
Employee insights are needed when the organisation wants to understand what actually affects work, not only what people think about the office in general. The insights help you make decisions about environment, ways of working, change and follow-up.
Strategy
You are developing a workplace strategy
Employees’ needs, work patterns and priorities need to be connected to strategy, office and ways of working.
Change
You are planning a move, redesign or new way of working
Decisions need to be based on how work actually happens and which functions employees need in everyday work.
Anchoring
You need to choose the right change initiatives
The results show where uncertainty, resistance, lack of clarity or lack of support may slow down the change.
Follow-up
You want to follow up after move-in
Follow-up shows whether the new workplace works as intended and what needs to be adjusted.
Analysis
You want to complement attendance data
Attendance data shows how the office is used. Employee insights explain why it is used that way.
Decisions and priorities
What employee insights can explain
Employee insights are most valuable when they are connected to concrete decisions about workplace functions, change initiatives and next steps.
Which functions the office should prioritise
The insights show whether the office needs to strengthen focus work, meetings, collaboration, social areas, learning or recovery.
Which groups need specific support
The analysis can reveal differences between roles, teams or work patterns, and which groups are most affected by the change.
Which barriers affect use
The results clarify whether friction is about space, rooms, rules, leadership, technology, communication or behaviour.
Which change initiatives should come first
You receive priorities that help leadership and the project team choose initiatives in the right order.
Difference from general employee surveys
More than satisfaction: insights about work, place and change.
A general employee survey often focuses on engagement, leadership or culture. A workplace survey connects employee experience to work, place, function, behaviour and change.
Work needs
Which activities do employees need to perform, and how well does the workplace support focus work, collaboration, meetings, learning and social interaction?
Place function
Which parts of the office work, which spaces are missing or used incorrectly, and how does hybrid work affect the need for rooms, zones and support?
Conditions for change
Which groups need more information, participation or support to understand and use a changed workplace?
Process
From survey to practical decision support
The starting point is the decision you need to make. We then design the questions and analysis so the results can be used in strategy, change management and concrete priorities.
-
Purpose and decision
We clarify why the survey is being carried out, which decisions it should support and which groups or perspectives need to be understood.
-
Question areas and design
We choose relevant modules and question areas, such as the current situation, activities, hybrid work, change readiness or follow-up.
-
Data collection
Employees are given a structured way to describe needs, ways of working, experiences and barriers.
-
Analysis and segmentation
Results are analysed by role, team, location, work pattern, needs and differences between groups.
-
Interpretation with other data
Insights can be combined with attendance data, workshops, interviews, observations or existing business goals.
-
Priorities and recommendation
You receive clear conclusions about what should be done, which initiatives should be prioritised and how the results should be used.
-
Follow-up
After a change, new measurements can show what works, what needs adjustment and whether the workplace is creating the intended effect.
What you get
Deliverables that make employee insights usable
The result should not stop at a chart. We summarise the insights so leadership, HR, project teams, facilities and communication can use them in decisions and implementation.
Survey design
Question areas and modules adapted to your purpose: current situation, strategy, change or follow-up.
Analysis report
Clear summary of results, differences between groups, strengths, frictions and development needs.
Prioritised insights
The most important things to act on, sorted by effect, risk, feasibility and connection to your goals.
Decision support
Evidence for workplace strategy, office sizing, premises decisions, change management or follow-up.
Workshop
A review session where results are interpreted together with leadership, the project team or other key stakeholders.
Action recommendations
Concrete recommendations for what should change in the environment, ways of working, communication or support initiatives.
Method and tools
Workplace Adequacy can be used as a basis for the analysis
Workplace Adequacy is WeOffice’s framework and survey tool for understanding how well the workplace supports employees’ needs. It can be used for current situation analysis, workplace strategy, change management and follow-up after implementation.
On this service page, the focus is on how the results are used in decisions, priorities and change management. For a more detailed description of the framework, you can read more about Workplace Adequacy.
Connection to next steps
Insights should lead to the right actions
Employee insights are most valuable when they are connected to other evidence and to clear decisions. The analysis can therefore be connected to strategy, sizing, premises search, change management or follow-up.
FAQ
Common questions about employee insights and workplace surveys
What are employee insights in a workplace analysis?
Employee insights are structured knowledge about how employees work, what they need, which barriers they experience and how well the workplace supports different activities. The insights are used as decision support for workplace strategy, change management and follow-up.
What is the difference between a general employee survey and a workplace survey?
A general employee survey often focuses on engagement, leadership and culture. A workplace survey connects employee experience to work, place, function, behaviour, work patterns and needs in the physical or hybrid work environment.
When should you run a workplace survey?
A workplace survey is particularly useful before a new workplace strategy, relocation, redesign, activity-based working, hybrid work changes, change management or follow-up after move-in.
How are the results used in workplace strategy?
The results help the organisation prioritise needs, understand work patterns, identify friction and make decisions about office functions, sizing, ways of working and change initiatives.
Can surveys be used to follow up an office change?
Yes. Follow-up measurements can show whether the new workplace works as intended and what adjustments are needed in the environment, ways of working, communication or change management.
Next step
Do you want to understand what employees need?
We can help you design the right survey, interpret the results and turn employee insights into strategy, priorities and practical action.
