IIDA Perspective - Spring/Summer 2015 - 11

engagement and lowering office absenteeism and turnover
rates. "Well-being is directly attributed to the longterm health,
productivity, satisfaction, and retention of employees,"
wrote Hollander Design Group's Viveca Bissonnette, FIIDA,
CID, LEED AP.
None of this is news to designers, who have long considered
it their duty to realize spaces that support and nurture human
health and happiness, even when it's not a client mandate-
though participants noted that the subject has come up
increasingly in recent years, especially in the tech sector.
Well-being is changing how spaces are being designed and
what products are being specified (and customized) for them.
Practitioners are being challenged to devise creative solutions
beyond the expected treadmill desks and sit/stand
workstations. And clients are broaching the topic earlier,
frequently addressing well-being at a project's inception.
Who's Weighing In
HR departments are lauded as particularly effective champions of well-being, and helpful allies for designers, as they
are conscious of employee habits and are able to advise how
employees will react to change. Most felt that facilities
managers are still the primary decision-makers-often to
the detriment of design, as they frequently want to keep
systems as simple and modular as possible, which designers
often feel does a disservice to the end user.
A culture shift may be imminent as they are being held more
accountable for occupant comfort, and client satisfaction is
coming into their performance evaluation. They now have
a greater stake in thinking about the bigger picture and are
getting more creative and open-minded about how to reduce
overall costs.
Defining Well-Being
So what is well-being and how, exactly, does it differ from
wellness? It's an expansive concept with an emotional
component: feeling fulfilled, purposeful, and happy.
But the group agreed that when it comes to these concepts,
everyone's standards were different, as people tolerate stress
to varying degrees, and require varying amounts of physical
exercise or interaction with technology.

Roundtable participants wondered why a client's HR
department couldn't assist with collecting data about
employee well-being, participating in studies to help determine a "happiness factor." Determine a way to prove that
interior design can bolster employee productivity-
and then guarantee that outcome-and the industry pay
model could even change, with compensation or bonuses
tied to performance.
Participants helped frame the creation of a workplace wellbeing index, from the information that would need to be
gathered to the questions that would need to be asked.
Questions were developed for both employees and employers,
and focused on variation in workspaces, adequate integration
of technology at every scale, communication about the design
attributes of a new/remodeled space, physical health, wellbeing, ease of collaboration and productivity, and access to
outdoor space and nature.
The group came up with suggestions for the aggregation
and collection of data on workplace wellness, including
through apps, online surveys, and even wearable technology.
Participants noted how important it was for the information
gathered to be evaluated by a trained analyst, noting that
while clients will have access to copious amounts of data,
they will not likely have the resources to interpret that data.
(Ideally, the design firm would collect and analyze the data,
since they'd then own it.)
Results could be used to fine-tune design concepts and
schemes, allowing real-time responsiveness. "Big data will
provide regular measurements and the ability to quickly
and accurately predict the outcomes of even small changes
in the workplace," said Abernathy.
The industry as a whole could benefit from aggregating
workplace data to prove the benefits of investing in well-being
via design interventions. That alone should be an incentive for
designers to conduct postoccupancy evaluations-even when
clients strike them from the budget to save costs.

Clients have begun fixating on happiness as a factor of
employee engagement, though happiness is in fact often
tied to demographics and generational temperament.
Happy people stay at their jobs longer-both of their own
accord, and their boss'. Clients not only want to engender
well-being, they also want to quantify it-and, ideally, its
impact on the organization. "Clients want the data behind
the workplace decisions they are trying to make-metrics
on performance, engagement, effectiveness, and efficiency,"
said Abernathy.

PERSPECTIVE

11



Table of Contents for the Digital Edition of IIDA Perspective - Spring/Summer 2015

IIDA Perspective - Spring/Summer 201
Contents
From IIDA
Behind the Issue
Contributors
IIDA Roundtable
Designer Dialogue
Design Decoded
For Love of The Game
Designers Off Duty
Point / Counterpoint
Inspiration
Colophon
Design Buzz
IIDA Perspective - Spring/Summer 2015 - IIDA Perspective - Spring/Summer 201
IIDA Perspective - Spring/Summer 2015 - Cover2
IIDA Perspective - Spring/Summer 2015 - 1
IIDA Perspective - Spring/Summer 2015 - Contents
IIDA Perspective - Spring/Summer 2015 - 3
IIDA Perspective - Spring/Summer 2015 - 4
IIDA Perspective - Spring/Summer 2015 - From IIDA
IIDA Perspective - Spring/Summer 2015 - Behind the Issue
IIDA Perspective - Spring/Summer 2015 - 7
IIDA Perspective - Spring/Summer 2015 - Contributors
IIDA Perspective - Spring/Summer 2015 - 9
IIDA Perspective - Spring/Summer 2015 - IIDA Roundtable
IIDA Perspective - Spring/Summer 2015 - 11
IIDA Perspective - Spring/Summer 2015 - 12
IIDA Perspective - Spring/Summer 2015 - 13
IIDA Perspective - Spring/Summer 2015 - 14
IIDA Perspective - Spring/Summer 2015 - 15
IIDA Perspective - Spring/Summer 2015 - Designer Dialogue
IIDA Perspective - Spring/Summer 2015 - 17
IIDA Perspective - Spring/Summer 2015 - 18
IIDA Perspective - Spring/Summer 2015 - 19
IIDA Perspective - Spring/Summer 2015 - 20
IIDA Perspective - Spring/Summer 2015 - 21
IIDA Perspective - Spring/Summer 2015 - Design Decoded
IIDA Perspective - Spring/Summer 2015 - 23
IIDA Perspective - Spring/Summer 2015 - 24
IIDA Perspective - Spring/Summer 2015 - 25
IIDA Perspective - Spring/Summer 2015 - 26
IIDA Perspective - Spring/Summer 2015 - 27
IIDA Perspective - Spring/Summer 2015 - 28
IIDA Perspective - Spring/Summer 2015 - 29
IIDA Perspective - Spring/Summer 2015 - For Love of The Game
IIDA Perspective - Spring/Summer 2015 - 31
IIDA Perspective - Spring/Summer 2015 - 32
IIDA Perspective - Spring/Summer 2015 - 33
IIDA Perspective - Spring/Summer 2015 - 34
IIDA Perspective - Spring/Summer 2015 - 35
IIDA Perspective - Spring/Summer 2015 - 36
IIDA Perspective - Spring/Summer 2015 - 37
IIDA Perspective - Spring/Summer 2015 - 38
IIDA Perspective - Spring/Summer 2015 - 39
IIDA Perspective - Spring/Summer 2015 - Designers Off Duty
IIDA Perspective - Spring/Summer 2015 - 41
IIDA Perspective - Spring/Summer 2015 - 42
IIDA Perspective - Spring/Summer 2015 - 43
IIDA Perspective - Spring/Summer 2015 - 44
IIDA Perspective - Spring/Summer 2015 - 45
IIDA Perspective - Spring/Summer 2015 - 46
IIDA Perspective - Spring/Summer 2015 - 47
IIDA Perspective - Spring/Summer 2015 - Point / Counterpoint
IIDA Perspective - Spring/Summer 2015 - 49
IIDA Perspective - Spring/Summer 2015 - 50
IIDA Perspective - Spring/Summer 2015 - 51
IIDA Perspective - Spring/Summer 2015 - Inspiration
IIDA Perspective - Spring/Summer 2015 - 53
IIDA Perspective - Spring/Summer 2015 - 54
IIDA Perspective - Spring/Summer 2015 - Colophon
IIDA Perspective - Spring/Summer 2015 - Design Buzz
IIDA Perspective - Spring/Summer 2015 - Cover3
IIDA Perspective - Spring/Summer 2015 - Cover4
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