What We Do

Visioning Innovation

Why do we have workplaces? Not just to house people, but to drive some sort of behaviour: performance, engagement, innovation. These are what matter to your organisation. And while design is important, culture trumps design. So your design must be based on sound cultural evidence.

Many providers focus solely on the physical solution, but workplace transformation occurs within multiple spheres. Often, the most important area, your people, is left to chance or given cursory consideration only after a physical solution has been decided.


Our visioning process helps you to look at the bigger picture and set the scene for your future workplace. What could it look like? How could it work? How far do you go? What are the barriers you face?

Transforming your workplace is not just a property exercise. While the data collection process provides a current view of the workplace, visioning sets the scene for the future workplace. The process identifies barriers and facilitators to the new way of working and defines the aspirational parameters of the workplace transformation.

Visioning engages and aligns top leadership, helping the delivery team specifically identify those workplace goals that support organisational goals. Using the output of the data collection as a launching pad, executives will ask themselves five questions:

  • What critical thresholds you are experiencing in your workplace?
  • How can examples of world class innovative workplaces apply to your business and organisational goals?
  • What scenarios constitute baseline, evolutionary and revolutionary priorities?
  • What does work mean to your organisation?
  • How can your organisation integrate but not imitate lessons learned from world class workplaces and cultures?

The output of this workshop lays the foundation of the gap analysis and strategy brief.

Change Management

Changing the physical work environment is only one step towards transforming your workplace. Our Change Management programmes can help evangelise the ideas of workplace transformation across all business line boundaries.

At HATCH, we believe that the change management process should be driven internally, not by external consultants. We use a community model of change, leveraging existing sinews of connectivity within the organisation, finding that change is adopted more quickly from people who already share a social cohesion. This means faster adoption of new processes, less ramp up time, lower change related attrition, and a more successful transformation. These all equate to cost savings, connect with the team and we can discuss your needs further.