The process
- Understand the project's impact on each team.
- Involve: interviews, workshops, ambassadors. Taking part does not mean voting on every decision.
- Explain why the project exists, what changes and what does not.
- Test: a pilot space with a hypothesis, users, a duration, indicators, feedback and a decision.
- Prepare and train: rules for booking and using the spaces, tools in hybrid meeting rooms.
- Support the move-in and the first few weeks.
- Measure and adjust.
The employment-law framework
In companies with at least 50 employees, the works council (CSE) is consulted on any significant alteration affecting health and safety conditions or working conditions (French Labour Code, art. L2312-1 and L2312-8). In the absence of an agreement, it has one month to give its opinion, or two months if an expert is appointed (art. R2312-6). Remote working is introduced by collective agreement or, failing that, by a charter drawn up by the employer after obtaining the opinion of the CSE, where one exists; failing an agreement or a charter, by agreement between the employee and the employer, recorded by any means (art. L1222-9). The guide to works council consultation.
Measuring once the space is open
A post-occupancy evaluation compares observed use with the brief: utilisation of workstations and rooms, bookings not honoured, satisfaction by team and by activity, acoustics, equipment reliability, pain points. An overall average satisfaction score can hide a group of users who are struggling: we segment by team, by day and by activity.
The outcome: quick actions, structural changes where necessary, and the date of the next review.
Frequently asked questions
Do you need a pilot space before rolling out?
It is recommended whenever the project changes habits (flex office, new booking rules, hybrid meeting rooms). The pilot must have a hypothesis, a duration, indicators and a decision planned at its end.