Could a flexible operating model be right for your business?

Combining the best of real estate, technology and sustainability solutions, JLL is creating positive workspaces for clients across the globe through an integrated Work Dynamics service.

The pandemic incited a massive paradigm shift in the way we work, while providing a once in a lifetime opportunity to shape a better future of work. A bold and proactive approach to the workplace—from engagement to productivity—is a priority more than ever.

In Conversation with… Adalyne Willcock

Adalyne Willcock is the National Operations Manager responsible for Work Dynamics’ accounts in the Integrated Facilities Management (IFM) space. IFM provides outsourced services to clients across a multitude of disciplines, ranging from concierge and facilities managers to technical engineers.

Tell us more about your role within Workplace Dynamics.

I am responsible for ensuring the retention and growth of portfolios by providing local operational support, client management and an escalation point to ensure superior performance of an account. This involves supporting, mentoring and advising the IFM teams on client accounts and maintaining an inclusive culture. I’m always working to identify new opportunities to grow the accounts and meet clients’ objectives.

What is the core purpose of the Work Dynamics team?

The goal of Work Dynamics is to ensure that functionality, comfort, safety, and efficiency are present in the workplace, as well as meeting and improving client satisfaction.

How have the effects of the pandemic changed the way companies view their workforce?

The Covid-19 pandemic has left many companies trying to figure out what the long-term impact of the mass remote work experience will be. The main change is that work is no longer just viewed as somewhere we go, it’s something we do and can now do anywhere. JLL Work Dynamics’ broad capabilities assist organisations to navigate this change.

Why did JLL create Work Dynamics?

JLL Work Dynamics identified that the future of work is about workspace and people, specifically the unique culture they create within an organisation. This created an opportunity for JLL Work Dynamics to refocus on the gratification that comes from collaborating, innovating and creating. JLL now addresses every aspect of the employee experience and their wellbeing. We don’t just provide a service, we partner with our clients to shape a better world of work. 

There’s been a lot of talk around staff shortages, is this an area Work Dynamics can help with?

Definitely. Priorities are changing - we’re still seeing the continued impact of the ‘Great Resignation’ and acceleration of company transformation. We’ve stepped into this new business reality to further drive positive change for our clients.

What are the benefits of Work Dynamics solutions for clients?

Organisations are now looking at shaping a caring and regenerative workplace. They strongly believe that the work environment they offer to their people—both on-site and remotely—can make a difference to their health and wellbeing. We assist clients to achieve these outcomes, fostering a more human-focused, resilient, and responsible approach to the world of work. The technology solutions that we provide create safe and inspiring spaces for people to collaborate, innovate and drive change.

Above all, JLL invests in its people, with a strong focus on learning and development. Our goal is to help companies reconnect with their employees to thrive in an evolving landscape.

There’s a renewed focus on supporting talent at every level of the organisation – what are some strategies you employ to ensure this?

JLL works hard to ensure that all its outsourced employees are supported and rewarded both locally and globally. Within my role, I provide mentorship and guidance to site leads on client accounts and encourage them to share these with their teams. I offer insight and knowledge on all aspects of the business and its strategies, as well as internal career opportunities and leadership. A newly established ‘Best Business Practice’ workshop, where IFM teams meet to share knowledge and experiences, also provides central support.

How do you see job seekers having to change their approaches to finding not only employment but employment that fits their talents and interests?

Flexibility and resilience are key when adapting to the new work model and are highly regarded from a recruiting prospective. A hybrid working model and functional approach requires employees to be productive (with little to no supervision), as well as digitally savvy. Alongside skills and experience, passion and attitude are fundamental considerations. Rather than displaying your job history on CVs, it would also be valuable to provide key examples of accomplishments and achievements within those roles, which demonstrate your ability to succeed, think critically and problem solve.

How does JLL stay connected with its temporary staff outsourced to other businesses?

Ensuring inclusion of all the JLL Work Dynamics teams on accounts is key. We do this through fortnightly meetings with site leads, offering mentoring, guidance and exchanging relevant JLL information. On a weekly basis, teams receive event invitations, speaker requests, reporting and consistent email updates sharing JLL initiatives and new business resources. Feeling included and part of the business influences employees’ commitment, work quality and likelihood of sticking around, so this is integral to my role.

What are your top three predictions for the future of work in New Zealand?

1. Wellbeing will remain a top business priority, even more so considering the introduction of hybrid working. When employees feel respected, supported and that their talents are being fully utilised, morale, job satisfaction and efficiency soars. It’s a win-win situation.
   
   
2. Collaborative workplaces and more complex work may see less emphasis on hierarchical structure and more on a cross-functional operating model. This type of model encourages creativity, collaboration, innovation and productivity.
   
   
3. Skills will be the new career objective in the workplace. Long-term career development opportunities, like reskilling and upskilling, will help engage and retain good employees and act as a competitive advantage.