News & Trends
The New Challenges of Well-Being
The search for healthy conditions in the workplace is an increasingly widespread trend, especially after the pandemic. Companies have understood that the well-being of the workforce not only affects profitability; it also improves employee engagement, performance, and retention.
New technological advances, which have relieved the physical and mental burden on a wide range of tasks, are radically transforming the way we work and our workspaces. Because of this, it is increasingly important to take into account the risks resulting from stress and physical inactivity, increasingly frequent phenomena in the office.
To all this, today we add the great changes derived from the introduction of artificial intelligence (AI) in many fields of work. These new technologies, which have the capacity to affect employment opportunities by transforming the role that people play in the world of work, will surely have an impact on the health, safety and general well-being of workers, even if we do not yet fully understand their effects.
It is well known that AI can automate tasks in a variety of different jobs. It may also help employees complete physically or mentally heavy and repetitive tasks, freeing up their time for high value-added activities and contributing to improved job performance and increased productivity. Furthermore, it could lead to a new conception of work environments due to the redistribution and reorganization of tasks between workers and machines. AI adoption may also require people to work alongside smart systems creating new dynamics and greater collaboration between technology and people.
Given the scope that the adoption of AI in the workplace can have, it is reasonable to assume it has a high potential to alter people’s well-being conditions. The new challenges posed by the decline in job opportunities, the need to acquire specialized skills to avoid becoming obsolete, and exposure to yet unknown physical and psychosocial risks will force companies to take a new approach regarding the health, safety and well-being of workers.
Risks Associated with These Technologies
Today it is relatively easy to automate a large number of tasks that are difficult for human capacity: memorizing information, accurately evaluating risk factors, performing repetitive tasks without errors, handling statistical data, finding patterns, etc. However, as AI becomes increasingly integrated into work life, companies must understand not only its benefits, but also the contingencies related to workforce well-being:
→ Job displacement and automation. The introduction of AI at work can generate insecurity, anxiety and stress among employees, especially if they perceive that the technology can displace them from certain tasks, make them lose autonomy or require them to acquire extra skills to work effectively with new tools or work processes.
Disrupting the traditional balance of control between people and technology, with humans in control, can create a more stressful and dehumanizing environment that will negatively impact the health and well-being of workers.
→Technology fatigue and stress. The constant use of technologies with digital interfaces can contribute to technological fatigue, which manifests as visual, mental and emotional fatigue along with mental and cognitive exhaustion. This prolonged exposure to technological stimuli can hinder the ability to structure and assimilate the amount of information received.
→ Impact on human interaction. Overreliance on AI-driven technology, such as chatbots or virtual assistants, may affect the quality of human interaction within the work environment, with consequences for collaboration and organizational culture.
→ Mental health risks. Some people can develop illusions of social relationship with advanced AI-powered chatbots, especially those designed to convincingly simulate human conversation. This may lead to emotional attachments or unrealistic expectations, which could affect emotional well-being. If this interaction replaces real human connections, it could contribute to social isolation and have negative effects on mental health.
→ Ethical and privacy concerns. Using AI algorithms to make decisions in the workplace can raise ethical and privacy concerns, especially if transparency and data protection issues are not adequately addressed. To mitigate these risks, it is essential that organizations and technology developers are transparent about the nature of AI systems.
AI Solutions to Improve Well-Being
Technological advances have two sides. On the one hand, as we have seen, AI-powered technologies have their risks—especially if they are poorly designed or implemented—but, on the other, they are clearly part of the solution.
One of the advantages of AI and machine learning-based technologies to improve employee well-being is their ability to analyze large amounts of data and provide personalized recommendations. Using algorithms and predictive models, AI can take into account information about each employee’s health, preferences and behaviors. This way, it is possible to create customized well-being programs. These can range from exercise and healthy eating routines to powerful tools and valuable resources to help manage stress, anxiety and a positive work-life balance. But above all, they have the potential to allow workers to feel more engaged, satisfied and happy in their workplace. Some of the possibilities include:
→ Monitoring biometric data in real time. Some AI-powered apps can track workers’ stress levels by analyzing data from wearables. Smart watches or activity bracelets that use machine learning algorithms to monitor things like physical activity or sleep quality provide a variety of health-related parameters. With this information, these apps can provide customized recommendations on stress-reduction techniques and even predict the risk of burnout.
The company Kintsugi, for example, offers technology that harnesses the power of AI and vocal biomarkers to identify signs of depression and anxiety in users’ speech, while also providing advice on the type of support needed.
→ Mental health chatbots. AI-based chatbots can provide support 24-hours a day for people experiencing mental health issues, burnout or stress. These tools interact confidentially with employees to discuss their concerns and provide advice and information on mental health resources available within the organization; they can also suggest self-help strategies. The immediate assistance and availability offered by these chatbots helps mitigate the stigma associated with mental health issues and promote early professional intervention if necessary.
→ Virtual assistants for well-being. Certain AI-powered virtual assistants are designed to provide support in connection with people’s well-being by offering information on healthy habits, reminders to take breaks, and suggestions to improve quality of life at work. They also help optimize the work load and schedule management by offering recommendations on task prioritization and time management. This way, employees use their workday more efficiently and achieve a healthier work-life balance.
→ Physical activity monitoring. Physical activity plays a very important role in promoting and maintaining physical and mental well-being. There is evidence to suggest that exercising is associated with increased productivity and skill in creative tasks. In order to stay in shape, there are wearable devices, applications and platforms that integrate data on physical activity, heart rate, O2 saturation and more to provide personalized reports and recommendations throughout the day.
In conclusion, it is important to keep in mind that the use of these types of tools poses ethical and privacy issues. It is essential to ensure that data security standards are met and that clear options are provided for employees to voluntarily participate in these programs.
Technology for Talent Acquisition
Nowadays, companies face a more competitive and complex environment than ever before. To respond successfully to the challenges of the market, their most valuable resource is their human capital, understood as their collaborators’ cumulative knowledge, skills, experience, competences and talent.
Because the truth is that the value of an organization is based not only on its physical assets, but also—and especially—on the capabilities and potential of its personnel. It is the employees who, through their training, development, commitment and initiative, drive a company’s long-term growth and success.
The idea that a company’s biggest asset is its people is fairly recent, and constitutes a radical departure from the concepts of value and competitive advantage that were the norm only a few decades ago. From the beginning of the 20th century and up to the early 1980s, between 70% and 90% of a company’s value was associated with tangible assets like real estate and equipment. In the year 2000 there was a change: the value of intangible assets climbed to 65% and employees, formerly seen as mere cogs, became the drivers of corporate success.
In fact, the term “human resources”—which for a long time was used to refer to a company’s collaborators and, by extension, to the department in charge of managing personnel—has fallen into disuse, as it was deemed to objectify people, reducing them to mere material assets harnessed to achieve the company’s goals. As an alternative, terms like “talent management” and “human capital” have been proposed to underscore the importance of acknowledging and valuing employees as individuals, with unique skills, talents and contributions.
In this new scenario, it’s understandable that having the best collaborators is a key concern for any organization. As a result, the hiring process, once an important activity, has become a strategic consideration within companies.
Technology and Human Capital
Until the mid to late 1990s, the hiring process required candidates to appear in person at the offices of the company that offered the position. In the early 2000s, there was a major breakthrough with the arrival of digital platforms and social networks aimed at corporate use, business and employment. These tools made it possible to post full job descriptions and share them with thousands of potential employees on the Internet. One of the oldest and most successful is LinkedIn.
Between 2010 and 2015, artificial intelligence (AI) reached the talent management sector. These new instruments can carry out tasks and make decisions that normally require human intelligence. Some of its potential advantages include the capacity to identify, attract, select, evaluate and interview potential candidates, together with the ability to coordinate interviews more effectively.
Why is AI so important? Because this is fundamentally a big-data problem. AI has the ability to process large volumes of information and make decisions far more quickly than humans can. Moreover, with the correct programming and data entry, many of these recruitment tools and systems can avoid the most common cognitive biases that affect the reliability and validity of human judgment in the hiring process.
How to Choose the Best Talent
Personnel selection is a field where AI-based tools can be very useful: they simplify the search for candidates, assess and manage applications and identify profiles that meet the selection criteria for a given post. They are mainly designed for companies that must process large numbers of applications.
Broadly speaking, the recruitment process consists of four stages, although the boundaries between them are not rigid. AI-powered systems can help at every stage:
→ Search. Modern organizations must fill available positions on a regular basis. Using AI can enhance their ability to find the right talent at the right time. How does it achieve this? The system advertises job opportunities through various channels (posts on social media, emails, text messages, etcetera) to achieve optimal reach and response according to the desired profile. In time, it learns to fine-tune not just the means of publication, but also the exact job description and writing style. In this way, the system adjusts the target audience for the job offer and helps to increase the number of applicants.
→ Interviews. One big advantage of AI at the interview stage is the use of digital assistants. These chatbots facilitate and improve the experience of the interview process by answering candidates’ questions or supplying information whenever it is requested.
→ Selection and offer. AI applications can help recruiters to make better hiring decisions by enabling them to compare applicants with the top-performing employees, create customized job offers and anticipate candidates’ behavior to predict how likely they are to accept the offer and remain in the role.
→ Onboarding. The onboarding process is fundamental to achieve permanence. According to one study, 40% of new employees resigns within the first year after being hired, but 75% of these contingencies could have been avoided if their onboarding had been handled more effectively. AI helps to minimize these risks by automating the delivery and receipt of the necessary documentation and tracking what information was actually read, with no need for human intervention. In addition, chatbots can recommend learning resources for new joiners, such as books and news articles or other content relevant to their position.
Highlights and Challenges of AI-Driven Technology
As we have seen, the use of AI-driven technologies in recruitment results in a competitive advantage, enabling a more efficient candidate search, informed decision-making and more seamless communication with applicants. However, as exciting as these new technologies might be, we should keep in mind that these are technological projects, and that their complexities must be understood in order to harness their full potential. Also, like any new technology, especially in its early days, AI can have both positive and negative outcomes. Here are some of its main features:
→ It increases processing speed. The biggest advantage of AI is its capacity to analyze and classify information much faster than human beings, which reduces the time spent manually assessing CVs.
→ It helps to eliminate biases and prejudice. As it is impossible to eliminate unconscious biases in human beings, AI-based tools for personnel selection can help us to overcome prejudice instead of perpetuating it.
One great advantage of algorithms is that they can be designed to be auditable. In this way, the source of the biases present in the data set used to train the system can be timely identified and corrected. To this end, those who work with this technology must input the correct data and train the systems with an awareness of diversity and equity.
Because while AI programs learn by finding patterns in data, they need human guidance to guarantee that the software does not draw erroneous conclusions. This could eventually lead to a more diverse and inclusive workplace.
→ It improves corporate image. By using AI systems in recruitment, companies can help candidates to perceive their brand as cutting edge. This results in more positive perceptions and also a higher likelihood that candidates will finish the application process.
→ High costs. Unless a company hires a large number of employees each year, which would make up for the cost of developing and implementing AI-based recruitment tools, hiring third-party recruiters is still more convenient.
→ It may endanger privacy. As AI systems gradually collect and process large amounts of applicants’ data, the risk of potential privacy violations or misuse increases. To avoid these contingencies, organizations must clearly disclose how they will use data during the hiring process and obtain candidates’ explicit consent. And, of course, data itself must be protected by means of security measures such as encryption, to avoid unauthorized access.
Redefining the Future of Work: Innovation and Humanization in the Workplace
The Worktech LATAM 2024 events -organized by the design and construction firm Contract Workplaces– made their way through Chile, Peru, Uruguay, and Argentina, bringing together thought leaders and innovation experts to explore the future of work and the transformation of workplace environments. This year, the conferences focused on the need to humanize workspaces and leverage technology to create meaningful experiences for collaborators.
The current work crisis was a recurring theme, addressed by Carolina Bellora -Director of Bizart Group and consultant in Change Management and Cultural Transformation- and Carmen Gloria Cárcamo Losada -Co-Founder & Professor at Unlearni and Director of Innovation Projects at Socialab- shared insights on the importance of connecting with employees through meaningful purpose.
Bellora emphasized the cultural transformation needed within organizations, while Cárcamo Losada presented artificial intelligence as a tool to enhance human capabilities, suggesting that technology should be viewed as an ally rather than a threat. Both experts underscored that “if you work like a robot, a robot will take your job,” emphasizing passion as a key differentiator.
Echoing this message, Annarita Nieri -Chief Strategy & Transformation Officer at Niubiz- highlighted the importance of nurturing organizational culture and creating an environment where employees feel valued and connected to their purpose. “If we can create a space where talent is valued, and each person’s story becomes part of the collective success, then we’re building an organization prepared for any future challenge,” she concluded.
The role of art in organizational culture was also discussed by Florencia Pochinki, a strategic consultant in the cultural sector, who explored how artistic interventions -like those in the offices of Supermayorista Vital- can reflect and strengthen a brand’s values and influence in how work environments are experienced. Meanwhile, Adam Scott -Founder and Global Creative Director of FreeState-, argued that experience design is fundamental for fostering deep connections, which is essential in a world facing constant social change. Scott emphasized the need for an “experience master plan” that takes into account each employee’s journey, showcasing the Serena Williams Building at Nike’s global headquarters in Beaverton, Oregon, as an example of a workspace designed to foster connection, collaboration, and innovation.
Another key topic was the evolution of workspaces into collaborative communities. Leon Rost -Partner at Bjarke Ingels Group (BIG)-, and Joe Brady -a consultant on the future of commercial real estate- discussed how the design of these environments should cater to human needs, promoting health and well-being. Rost demonstrated how technological advancements and social expectations have redefined workplace design. According to the architect, it is important to incorporate all aspects of life into the workspace: interaction with other people, connection with nature, hospitality, flexibility and sustainability. Brady analyzed the impact of shifting consumer behavior on the commercial real estate market, stressing the need to view physical spaces as places for community interaction. He stated, “Old ways of thinking and operating are no longer sufficient to understand or solve contemporary issues. This is especially relevant in industries transformed by technology, where traditional methods are being outpaced by new digital platforms.”
The commitment to sustainable business practices was emphasized by Gustavo Pujol, CEO and Founder of Interop Latin America, who posed critical questions about the true commitment behind ESG (Environmental, Social, and Governance) efforts. He analyzed the balance between marketing and genuine action in sustainability, emphasizing that a strong organizational culture is essential for long-term success.
The technological revolution and the impact of artificial intelligence were addressed from various perspectives. Leeor Solnik -Co-Founder and CEO of qbiq- provided examples of how AI is transforming architectural planning. Meanwhile, Daniel Hulme – CEO of Satalia and director of AI at WPP – emphasized how organizations can adopt these technologies responsibly. Both, in turn, stressed the need for a strategic approach to maximize the potential of technology and avoid its hype. He postulated “that means that organizational structures must be reinvented. We know that we have processes such as expenses, incorporation and dismissal of personnel that tend to be quite bureaucratic, and these are a brake on the ability to innovate”.
Finally, the business disruptor, Gabriel Gurovich, argued that the true impact of AI on work will be evident only when the AI native generation starts working. “Those born in the last 24 months, who are still young, will become AI natives. Just like what happened with internet natives, those born into a world of easy, non-keyboard-based technology interaction. It will be the same for AI natives.”
With over 1,000 attendees, Worktech LATAM once again established itself not only as a platform for reflecting on current challenges but also as a call to action for organizations to humanize workspaces, incorporate experience design, consider team well-being, promote sustainability, and adopt technology responsibly. In this context, the future of work emerges as an opportunity to build more inclusive, connected, and resilient organizational cultures.
Connect users to the home and job of their dreams – Navent Argentina
Navent is a leading company in Latin America founded in Argentina specialized in online classifieds for more than 20 years. The company –which has been growing exponentially since its inception and is now present in 8 countries in the region– is focused on helping people in the search for employment and real estate.
Navent’s new offices in the city of Buenos Aires are located on the 25th floor of a modern tower in the Nuñez neighborhood – a district with a great commercial development – which has panoramic views of the Río de la Plata and the rest of the city.
In order to give the brand a new and unique identity, the new offices of the company had to meet the objective of bringing together its two main locations in the same workspace, each with different cultures and work dynamics.
The challenge of uniting both worlds began with a consultancy job of Workplace Strategy to understand the present activity in both places, unify requirements and establish common criteria.
The conceptual design that was proposed from Contract Workplaces consisted of representing the company’s mission and vision: connecting users with the home and job of their dreams. Thus, “connecting” became both the primary and essential objective of the daily work experience and the starting point for endowing the company with a unique identity.
The project was developed on a 2,500 sqm floor plan from four points of interest, or milestones, that connect the different work groups that are located in the interstitial space. These “connectors” not only allow employees to meet to encourage interaction; they also encourage the agile method of work.
For the operational area, an open-plan design was chosen with the workstations distributed near the perimeter to take advantage of natural light and views to the outside. The oblique arrangement of the desks gives an element of surprise to the layout while transmitting dynamism to the space.
Both the private offices and the formal meeting rooms were located at one end of the floor while the Phone Booths, Meetings and the meeting rooms for few people were arranged in relation to the connectors for public use. In this way, collaborators can go from a spontaneous chat in the stands, for example, to a more private environment in the wide variety of Meetings offered by the project.
The cafeteria, located near the reception, has an extensive bar that articulates the table area with an area that has lounge chairs, suitable both for relaxing and for working in a more relaxed environment.
Regarding the materiality of the project, a wide color palette was used seeking to represent and give identity to each of the brands that make up the Navent company. For this, we worked with different tonal ranges, textures and patterns that, in addition, gave the space a playful and scenographic character.
Graphics and branding had a privileged place in the development of these offices, becoming a leading element in many of their spaces.
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Area: 2500 sqm
Work period: 100 days
Project: Turnkey
Year: 2021
Industry: Technological
Project Manager: Romina Chalcovich
Designer: Javier Pihn
A space to strengthen relationships – AHK Colombia
The project for the new offices for the AHK Colombo-German Chamber –located in a well-known area of the city of Bogotá– focused on enhancing the space of the current headquarters, as a result of different modifications that underused and compartmentalized the space, resulting in a hierarchical environment with few collaborative areas.
The main objective was to create a space more open to urban visuals and with a greater number of areas for collaboration both for the internal client and for the affiliated companies, which will give them the possibility of accessing all the services and corporate infrastructure under a Coworking model.
The architectural project was divided into two phases to facilitate the logistical challenge of construction while the company maintained its commercial activity. In phase 1, the construction of the areas that would house the internal corporate infrastructure, that is, the private spaces of AHK, was carried out. In this area, the workstations of all the employees were organized in islands within an open office in which hierarchies were completely eliminated and additional complementary spaces were generated such as printing points, Meeting Rooms, Booths for 4 people, Individual phone booths and spaces for collaboration and innovation.
In phase 2 the most public project was developed: the areas dedicated to Coworking and the areas shared between employees and affiliates such as the cafeteria –designed under the concept of Work-Café– and the auditorium, designed as a flexible space for conferences or trainings. In this phase, meeting spaces for videoconferences and private offices for clients of affiliated companies were included.
The tour of the project begins in the most public area of the Coworking and ends in the private area of AHK. In this way, the spatial organization is structured while facilitating access control within an organization that is very dynamic and constantly interacts with external users.
On the other hand, thanks to the branding experience –which starts from an urban style, closely related to the Berlin subway– it was possible to capture an identity and a stronger character in the space. Both the typography and the colors and the textures used are directly linked to the architectural and stylistic atmosphere of the transport system of the German capital. And this concept also extends to all graphics; from the names of the spaces to the billboards applied, the entire intervention is an interpretation of the aesthetics and architecture of the Berlin metro network.
The result was a modern office space, which offers different possibilities for interaction and communication and which not only facilitates internal dynamics; it also favors fluid contact with customers and affiliates. In short, a positive catalyst when it comes to strengthening Colombo – German relations.
Area: 494 m2
Duration: 287 days
Country: Colombia
Project: Turnkey
Year: 2020
Activity: Foreign Representations
PM: Carolina Espitia, Andrés Álvarez.
Designer: Robert Nieto.
When the heart of the brand makes the workspace beat – GSK Ecuador
GlaxoSmithKline (GSK) is among the top ten pharmaceutical companies in the world (and one of the largest in Ecuador), focused on improving people’s quality of life through research. And although its commercial operation is located in the city of Quito, it has a large workforce presence throughout the country.
The GSK offices, entirely made by Contract Workplaces, were developed on a 518 sqm floor located in ‘Torre 6’, one of the most emblematic and modern buildings in the city.
This prominent pharmaceutical company, which has a large multinational presence, has developed its own strategy for all its workspaces and has a design guide that specifies the use of colors, the dimensions of the furniture, the types of finishes, the design chart, ergonomics guidelines, etc., for all its locations.
One of the main challenges of Contract Workplaces was to develop a proposal for a conceptual design with its own character that would also meet the parameters and requirements established by the company. With this in mind, the heart of the GSK logo was taken as a starting point to turn each of the office spaces into the beat of that heart, a place where users could feel at home.
The office was distributed in three different areas: public, semi-public and private. The public area was made up of the reception, together with meeting rooms of different capacities. There we opted for a palette of neutral tones with some wooden accents in order to give the spaces a more formal character.
In the semi-public area, the “heart” of the office, the collaboration spaces and operational positions were located as part of the transition to more private areas. The choice of a range of bright colors together with the curved lines of the furniture created a cheerful and pleasant atmosphere that contrasted with the formality of the public area.
The workstations were located on the ventilated side of the plant in order to take advantage of the natural light. And, to break the linearity of the desks, a counterpoint was proposed with the suspended ceiling formed by heart-shaped clouds located in different directions.
In the private area, the Coffee area offers an atmosphere with a more homely and informal style. In this space, we worked with a palette of tones complemented with various shades of wood in the furniture and ceiling, and with color accents in the graphics.
The search for the best standards in ergonomics and comfort stands out throughout the project. This is true not only in the acoustics of the meeting rooms but also in the choice of furniture, and ranges from the chairs in the operating, waiting and meeting areas, to the desks, all of which are adjustable in height to suit them to the way of working of each user.
Regarding the design of the office graphics, and although it was already pre-established by GSK, the proposal to create a more local identity using names and icons from different places in Ecuador in the meeting rooms was gladly accepted.
The end result was a unique, functional and welcoming environment for users, which met the global growth standards of GSK, but with its own personality and charm.
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AREA: 518 sqm
WORK TIME: 90 days
TYPE OF WORK: Turnkey Project
TYPE OF INDUSTRY: Pharmaceutical
YEAR: 2020
PM: María José Castro
Designers: María José Morchz/Mario Molina
Contract Workplaces Ecuador celebrates 6 years
Six years ago, in August 2015, Contract Workplaces landed in Ecuador. Since then, it has already designed and built more than 180,000 sqm for prominent local and international companies and organizations and has managed to position itself as a business of high standards, which beyond its trajectory, stands out for its constant ability to reinvent itself and adapt to the various challenges of the context.
Some of its clients are: Produbanco, BMI, Telefónica, Equivida, Chubb, GSK, Microsoft and UDLA, “not only because of the footage they represent, but because each of these companies are true benchmarks in the field and we have been able to be part of the implementation of methodologies that have marked a new dynamic in the world of work and education. Like us, each project has its story to tell; Each client represents a part of our journey with their unique challenges, with their particularities ”, says Cristina Torres General Manager of Contract Workplaces Ecuador.
The world of work is mutating
Work is more than a daily routine to which we dedicate 40 hours a week, it is the “space” where shared goals are created and it plays a very important role in the construction of one’s own identity and social relationships.
The physical space has the power to materialize the DNA of organizations and should not be understood only as a neutral box whose sole function is to contain desks. When well designed, space is a powerful management tool capable of bringing out the best in each one of us. “The world of work is clearly changing, we went from thinking of hierarchically designed offices that could only be thought of as large rows of desks, to understanding that we can work in every available square meter, in multiple formats and that those who accompany our day they nourish us with new experiences ”, reflects Cristina Torres, General Manager of Contract Workplaces Ecuador.
It is then where space takes on a fundamental meaning, it becomes the best place to learn, share and grow. “This is a path that must be strengthened and continued. It reflects the true meaning of each organization, its values are no longer transmitted only verbally: they are lived! ”, Adds Torres.
As a regional company, Contract Workplaces has a specialized team for each aspect to be covered within the framework of a remodeling, refunctionalization and / or opening of new offices. “Without a doubt, this is one of the differentials that our clients value: the comprehensive scope of our service, professionalism and the ability to fully understand the needs of each company,” says Torres. “Companies are looking for someone to trust – adds Torres – and we become part of their day to day, we get to know what the true DNA is behind each organization, we turn the space into the experience that each client is looking for and that reflects who they really are and want to be ”.
With the arrival of COVID, the workspace faces moments of unprecedented changes both in the occupancy rate, the location and the spatial configuration, as well as in the operational routines derived from the new sanitary measures of physical distancing. What, then, will be the characteristics of the post-pandemic work environment?
Companies will not leave their offices because the office is more than just a workspace; It is a meeting place with colleagues and an opportunity for direct personal contact, essential to generate solid relationships. But, in order for us to return with confidence, it is imperative to rethink the design of the workspace. Organizations need forward-thinking, flexible and adaptable management and leadership capable of transforming the way decisions are made, motivating staff and creating an organizational culture with people and their emotions at the center.
“This last year has been particularly the best opportunity to show our clients that we are capable of accompanying them on this path, proposing disruptive ideas that allow them to approach this reality with a new perspective,” explains the executive. In this scenario and after 6 years of journey, Contract Workplaces Ecuador has achieved a milestone and its great commitment is to continue being pioneers and true references in the market.
The design as a reflection of history and tradition – Takeda Argentina
Takeda is a pharmaceutical company founded in Japan in 1781 that maintains a deep respect for its history and tradition. Its values of integrity, justice, honesty and perseverance have enabled it to become a large global company with more than 30,000 employees. The company’s transformation into an international benchmark was consolidated in 2018 when an internal reorganization of its parent company was carried out, strengthening its image and highlighting its values.
In the context of this expansion, Takeda invited Contract Workplaces to participate in a competition to design its new offices in the Núñez neighborhood, in the Autonomous City of Buenos Aires, Argentina. Our challenge was to create a balanced workspace, capable of reflecting the strong oriental tradition combined with the constant search for innovation and the avant-garde.
The conceptual design has as its starting point the link between this new headquarters and its parent company, respecting the artistic and spatial concept “Force of life” introduced by the prominent Japanese designer Kashiwa Sato. The idea is based on a set of basic natural elements that represent the source that nourishes life, and on the links between people as the driving force that allows tackling the greatest challenges.
The project was developed on the 14th floor of the Torre Raghsa, located on Del Libertador Avenue, a large rectangular plan of 2,100 m² that opens three of its four sides to generous views of the Río de la Plata.
Next to the access area, the Reception and Customer Service sectors were located along with the lactation room, an office and itinerant work positions.
The operative area was arranged in Open Plan on both longitudinal faces of the plant, seeking natural light, views and a better spatial quality. The workstations were organized on islands that have height-adjustable tops that alternate Coworking spaces equipped with armchairs and small cafeteria spaces for healthy recreation, all in line with the Wellness concept.
The complementary spaces (Meetings, Phone Booths and copy spaces) were located in the center of the floor, close to the core of the existing building. The project also has meeting rooms of different capacities and a Board Room for more than 20 people, all finished with high quality materials, acoustic elements and intelligent lighting control. For its part, the dining room offers different use alternatives: a bench seat, a high bar and tables with folding lids that allow freeing up space to adopt an auditorium layout with capacity for 60 people.
On the front façade facing the river, different options were placed for collaborative work that invite interaction between the different areas. Each of these spaces has the necessary technological support.
The result was a work environment that offers a variety of typologies for the different activities carried out in the organization. All with a high quality of the materials used and an aesthetic that maintains the characteristic subtlety of the East, along with some specific color details within the institutional palette.
Architect Designer: Jeremías Saraco
Project Manager: María Laura Speranza
Area: 2400 sqm
Term of the work: 105 days
Location: Buenos Aires
Type: Turnkey Project
Year: 2020
Country: Argentina
Activity: Laboratories & Health
Design: Contract Workplaces
The company’s DNA as a unifying concept – Colbún Chile
Colbún S.A. is a Chilean company dedicated to the generation of electric power with more than 35 years of presence in the country and 25 plants installed. As part of the renovation project of its central offices located in the Las Condes district, Metropolitan Region, the company undertook the intervention and remodeling of its 9 floors together with Contract Workplaces in a four-stage plan.
When analyzing the set of the existing plants, we found that they had a common pattern: the workspaces were disincorporated. There were no common areas and of collective use, which made it difficult for the collaborators to meet.
When approaching the new project developed in 6,000 m² and distributed in 9 floors, the five aspects that reflected the DNA of the company were taken into account: integrity, innovation, excellence, collaboration and passion.
The conceptual design revolved around the generation of a common language that could unify the entire project. To this end, three alternatives were created that apply to each floor according to the requirements and character of each one: “Customer Focus”, “Team Focus” and “Collaborative Focus”.
Stage 1 focused on the “Collaborative Focus” on floors 14 and 20, where the work teams were located. The general match was based on the unification of the plant through the implementation of a layout in Open Space with the closed offices located on the perimeter, but with a fluid visual connection throughout the entire floor.
In the center of the plant, the collaborative areas (Brainstorming, Informal Meetings and Meeting Box spaces) were located together with the operational area, so that different instances of interaction between collaborators could be generated, be they formal or informal. In order to reinforce the integration of the team, the same type of furniture was defined for all members of the campus. The Work Coffee was also located in the central area, underpinning the intention of strengthening ties and meeting opportunities for teams.
Regarding the materiality of the project, a palette of colors and textures with its own character and identity was defined. The use of natural elements such as the texture of the wood together with the presence of a profuse vegetation in all areas, generated a warm and welcoming atmosphere that increased the sense of belonging of the collaborators. The choice of neutral tones in the carpet and the equipment reinforced this idea.
The search for a common imprint and language for the entire project, added to the need for greater integration of the teams, resulted in a wide, interconnected, collaborative and functional workspace. In this way, the new Colbún offices reflect an image consistent with the company’s identity.
Area: 1.436 sqm (floors 14° – 20°)
Term of the work: 485 days
Location: Las Condes – Santiago
Design: Contract Workplaces
Type: Turnkey Project
Year: 2020
Country: Chile
Activity: Energy & Mining
Architect Manager: Consuelo Larrea
Conceptual Architect: Celina Barranco
Development Architect: Jorge O’Ryan
Furniture: Giuliani / Cerantola / Contatto
Graphic Design: Camilo González
The office’s evolution based on the user experience – UTA Colombia
Universal Travel Assistance is a company that has been offering comprehensive assistance services to travelers for more than 40 years, with service centers around the world. As part of the Zurich Insurance Group, it has a staff of more than 3,000 employees distributed in 21 countries.
The project for the company’s new offices in the city of Bogotá was developed on a 254 m² plant, within a business complex made up of class A office towers occupied by large multinational firms, excellent access roads and a wide range of complementary services.
In keeping with the vision of the company – to be the best travel insurance and assistance provider in the world in terms of service and customer recognition – the project concept was conceived from the point of view of user experience with a evolution to an office with a modern sense, that promotes suitability and service based on trust, the avant-garde mindset and security so important in that point of connection and possibilities between people and the world. This concept is already materialized from the access, where the client has his first contact with the company in a wide welcome area, with perspective and friendly.
The layout design is organized around a central circulation axis that distributes the different project requirements on both sides. The boardroom and Coffee Point, serving both employees and customers, were strategically located to function independently without the need to traverse the operational area.
For their part, the jobs were organized in Open Plan and have a collaborative work area to favor worker interaction and informal meetings. The closed spaces for the Meeting and Management Room were located on one of the perimeters of the plant and have glazed fronts to favor natural lighting, also allowing natural lighting to enter the open plan, along with an adequate acoustic treatment that helps to maintain privacy and concentration.
The image of the project as a whole appeals to a sober, timeless and elegant style. Different resources, textures and tones were combined to generate the necessary emphasis in each of the spaces. While wood helps to materialize the dividing wall of the cafeteria in a simple and effective way without interrupting the contribution of light to the Reception, the ceilings with the exposed facilities and the exposed concrete slab in the operating area contributes to define functional areas.
Within the chosen color palette, corporate blue stands out, intended to highlight the brand image but without saturating it. The furniture, modern and with simple lines, accompanies and complements the choice together with a lighting design that punctually highlights the circulations and helps to delimit the spaces.
Area: 254 sqm
Term of the work: 191 days
Location: Bogota
Project Manager: Carolina Espitia
Designers: Sergio Franco, Laura Alvarado
Type: Turnkey Project
Year: 2020
Country: Colombia
Activity: Other Industries & Services
Design: Contract Workplaces
