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Insight
Home Insights The 'Talk' in our 'Talk and Tours'
Transforming Workplaces: The Power of Belonging
Our recent ‘Talk and Tour’ series focussed on the importance of belonging when making changes to workspaces. Overbury’s workplace psychologist, Hannah Bradley, shared insight on the importance and impact of belonging and how it can be reflected in workplace design.
We opened up the floor to discussion across each of our three events and the conversation flowed around some common themes. The questions and answers compiled in this paper provide some valuable perspectives that can guide you in making informed decisions that support your organisational goals.
Hannah Bradley
Workplace Psychologist
Monday, 23rd June 2025
6 minutes read time
About Hannah
Maximising natural light: Making the most of daylight and using design solutions where natural light is limited.
Introducing biophilia: Incorporating natural elements into the workspace.
Curved edges: Enhancing flow and movement with curved forms. While this can be costly, in budget conscious projects, spatial navigation is carefully considered to achieve a similar effect.
Encouraging social interaction: Designing layouts that promote social interaction and informal collaboration spaces.
Adjustability: Ensuring desks, seating, furniture and lighting are adjustable for individual adaptation - and using flexible floorplates to future-proof the space.
Providing 1-2-1 spaces: Creating dedicated areas for one-on-one conversations and check ins.
Subtle brand integration: Integrating brand elements subtly into the workspace design.
Quiet zones: Creating quiet zones for focused work.
Understanding emotional impact: Recognising that how a space makes people feel can significantly influence performance - not just task efficiency, but overall wellbeing.
How we work and the way we view space has evolved. Today’s workspaces are designed to give people the autonomy to work in the way that suits them best, helping them be as productive as possible. But every organisation is different and so if every office within in.
To get that balance of space right it’s important to consult teams and understand the ‘what and the why’.
This detailed insight into how teams operate, what they need and how they’re currently supported lays the foundation for an evidence based design that meets their needs.
‘Ask what people need and then provide it' seems a simple solution, but the data and insight needed should be science backed and layered up with the detail behind the findings.
For instance, if a common complaint is that “meeting rooms are always booked,” the answer isn’t necessarily to build more meeting rooms. A better solution might be to diversify the types of spaces available - introducing private areas for small catch ups, converting underused meeting rooms into collaboration zones or adding informal spaces for spontaneous conversations. The right solution depends on the tasks people are actually doing.
Organisations following this approach are tailoring desk ratios to suit the needs of different teams. They’re introducing a blend of social spaces, collaboration zones, focus booths, and quiet areas - with inclusive design that puts people first.
Overbury, Manchester
Typically, it takes around 4-5 weeks to complete, resulting in a detailed insight report with clear recommendations to support your decision making.
The ideal time to consult is before making any commitments around lease renewals or relocations. However, if a space has already been secured, the consultation still ensures the right balance of space for that specific location.
As part of the process, you’ll also receive a space budget and high level space plans for any floorplates under consideration.
The introduction of plants and planting is something that not only the people using the space loved and commented on, but is a talking point for visitors – especially around statement walls.
Wellness spaces are valued especially where separate to first aid rooms and faith rooms if there is the space to split out.
More quiet areas or focus booths. As more and more people come into the new office and are collaborating together internally and with external partners there is need for spaces where people can focus.
Absolutely, but with the support of change management so that the teams understand the mix of spaces and how they use that space. Delivering a new space without that journey results in people that are used to being desk focussed returning to that habit. It’s best to have teams that are ready to hit the ground running with their new workplace environment.
Home Group, Newcastle
Companies that have followed the Workplace+ process to shape their workspace design and delivery have seen an average 21% increase in office attendance - equivalent to an extra day a week - without mandating it.
To manage the mid-week high, businesses can implement hybrid policies and strategically plan ‘in office’ days. For instance, setting the expectation of being in the office for three days a week, with one of those days being on a specified quieter day, can help. In our case, we have successfully smoothed out the peak by establishing core team days.
The types of spaces the younger generations experience in educational environments set their expectations for the workplace. They expect a variety of spaces and often like to work in a different way. For example, having more informal areas allows them to meet, collaborate and continue working on laptops. They also place high importance on environmental responsibility and inclusive practices. When these values are reflected in workplace design and openly shared as part of a project, it strengthens their connection to the organisation. It shows alignment with their core beliefs and fosters a greater sense of belonging - a key factor in improving retention.
Start by considering the needs and experiences of your entire workforce and visitors - from day one. This includes thinking about who can access which areas, and how different user groups interact with the space.
For example, the requirements of a law firm will be very different from those of a social housing provider. In the social housing sector, workspaces must accommodate not just office based staff, but also field teams, maintenance workers dropping in, and even customers. In contrast, law firms often focus more on client experience, confidentiality and formal meeting spaces.
Creating a blend of spaces that supports these varied needs is key. The location and design of touchdown areas for field teams, for instance, can make a big difference to how welcomed and connected they feel when visiting the office.
Caesars Sportsbook, Leeds
Design for the Mind - Neurodiversity and the Built Environment (PAS 6463) provides industry guidance from the BSI to provide direction on how to accommodate for neurodiverse needs. It is a lengthy paper and the attendees at the sessions said that they would value a high level takeaway to bring the key points to life in an easily digestible way – take a look at our Designing for Neurodiversity highlights
Insights from our recent events have highlighted just how vital strategic decision-making is in shaping effective office spaces. As we continue the conversation around creating dynamic, people-focused work environments, we're excited to keep learning and sharing. By leveraging the knowledge and experiences of industry leaders, you can navigate the complexities of modern workplace decisions with confidence.
At Overbury our expert workplace consultant team use science-backed research and comprehensive workplace analysis to craft strategies aligned with your business goals.
In response to the ever evolving nature of work, we design inclusive and adaptable spaces that are not only flexible but also future ready, ensuring they support your teams for years to come.
INSIGHTS