The workplace can be measured as a retention lever. We diagnose yours before proposing any plan.
“Too many departures since we moved, and we can’t say what, in the space itself, is driving them.”
Replacing a manager costs on average 45,000 euros, factoring in recruitment, onboarding and lost productivity (<a href="https://www.anact.fr/ressources" rel="noopener" target="_blank">ANACT</a> 2022 study). For a team of 80 people with an annual turnover of 18%, the bill exceeds 600,000 euros per year, which is well above the budget for a complete redesign over an average of 850 m².
24% of services-sector employees report chronic acoustic fatigue. When the environment degrades concentration, sick leave rises and team engagement deteriorates markedly in less than twelve months.
Glassdoor and professional networks now share feedback about premises. An employer score below 3.5 out of 5 reduces the volume of qualified applications by 30%, according to a CBRE 2023 study. Employer branding also plays out through the physical experience of the office.
We treat the fit-out as a measurable HR lever, not an isolated property project. The Workplace Attractiveness Review starts from real usage: presence sensors, HR interviews, manager workshops. Four deliverables: a reading of what, in your space, retains or repels; a fit-out plan prioritised by impact; cost and timeline benchmarks; a recommendation. Costed by teams that build. No commitment, confidential.
Occupancy measurement over 4 weeks, interviews with HR, managers and 15% of employees, acoustic and thermal audit according to current technical standards. Deliverable: a costed report identifying priority irritants and underused zones, validated by the executive committee.
Framing workshop with general management and HR to align employer-branding ambition, budget and schedule. Definition of 5 to 7 measurable success indicators (attendance, satisfaction, turnover). Deliverable: a signed framing note and detailed functional program.
Iterative space planning over an average of 850 m², 3D scenarios, choice of furniture and materials compliant with the energy-sobriety requirements applicable to the services sector. Three design reviews with a representative employee panel. Deliverable: a complete execution file, costed lot by lot, ready to launch for tender.
Works management under a general contractor arrangement, weekly monitoring, lot-by-lot acceptance. Change support with a usage guide and trained internal ambassadors. Deliverable: operational spaces, satisfaction measurement at 3 and 6 months, adjustments included in the warranty of perfect completion.
"We had lost twelve people in one year after our relocation. The targeted redesign stopped the bleeding; turnover dropped back below the 8% mark in eighteen months."
Exactly. The diagnostic isolates precisely the share attributable to the workplace, so you invest only where it counts.
All the more reason: a targeted adjustment after moving in costs little and fixes what the move broke, without a new heavy project.
The diagnostic commits no works budget. It tells you what’s worth doing, and what can wait.
No. Most retention projects happen in the occupied space: a targeted refit costs far less than a relocation, for a comparable effect on engagement.
Weekly attendance, satisfaction, voluntary turnover at 12 months, short absences, unsolicited applications. Quarterly measurement.
No: the physical environment is one lever among others, to be combined with management and pay. The diagnostic isolates precisely the share that’s yours to act on.