It's a strategic call. Required to have standard Manning & manpower planning to design work force based on manpower mapping & tasks. Organisation or work force design is basically management of designing based on process flow & SOP.

In situations like these, It's essential to foster open communication and ensure every team member's perspective is considered. I'd recommend creating a platform, such as a survey or a brainstorming session, where everyone can share their input. This way, we can make an informed decision that respects diverse opinions and align with our shared goals.

When facing conflicting opinions on workplace design, implement a data-driven approach through systematic feedback collection. Distribute surveys to gather specific needs and preferences from each team member, documenting both quantitative and qualitative data. Analyze this information to identify common themes and priority areas. Present the findings transparently to all stakeholders, showing how design decisions align with collected data. This approach moves the conversation from subjective preferences to objective needs, helping resolve conflicts while ensuring all voices are genuinely considered in the final design solution.

To navigate conflicting opinions on workplace design, start by holding an open forum where everyone can share their perspectives and ideas. Consider using anonymous surveys to gather honest feedback and identify common themes or concerns. Facilitate small-group discussions to explore specific aspects, like collaborative spaces or quiet zones, allowing people to dive into their preferences. Summarise feedback transparently, showing how each viewpoint contributes to the final design plan. If possible, implement flexible solutions (e.g., modular furniture or multi-use areas) that can adapt to varied needs. This inclusive approach fosters a workspace that reflects collective input, boosting engagement and satisfaction.

Para garantir que todos sejam ouvidos nas discussões sobre o design do local de trabalho, comece realizando pesquisas anônimas para coletar opiniões de maneira justa. Organize oficinas onde as equipes possam apresentar suas ideias e discutir diferentes abordagens. Resuma o feedback recebido e mostre como cada opinião será considerada no plano final. Se possível, teste os novos designs em um período de experiência para ver como eles funcionam na prática. Esse processo aberto e colaborativo ajuda a criar um espaço que atenda às necessidades de todos.

I believe in open forums that structure the conversation so that every employee can express their ideas freely and openly, without scrutiny from management team members, their colleagues, or vice versa. I would have a meeting recorder write down each employee's name, department, job title, and idea they share in the open forums. Create an atmosphere in which all comments are welcome and given parameters of respect. Create a safe zone for psychological safety so psychological diversity can exist and thrive in a more cohesive and robust working environment. Moreover, I welcome and embrace opposing views, which will stimulate more analytical and creative ideas for workplace design. Oppositional viewpoints will reveal resolutions & action plan

First, I would create anonymous digital surveys to gather unfiltered feedback, eliminating hierarchy bias. Then, I organize small-group workshops using the Design Studio method where teams sketch and present their ideal workspace concepts. Finally, I facilitate a consensus-building session using dot voting to prioritize features.

My answer might seem like it's out of left-field, but if I had to do this, I'd go straight to accessibility experts and employees first. I have yet to see an accessibility feature that didn't enhance everyone's experience. Captions, ramps, elevators, wide enough aisle for wheelchairs, spaces that are appropriately accommodating to individuals who are neurodiverse, all will lead to a better overall space. Let the architectural features, layout, aesthetic choices, creature-comforts can all fall in line.

Organise open forums where team members can freely express their views to ensure everyone's voice is heard amid conflicting opinions on workplace design choices. Encourage feedback through anonymous surveys to capture honest opinions. Foster an inclusive decision-making process by actively listening and valuing diverse perspectives. Highlight common goals to find a consensus that respects all viewpoints. By prioritising communication and collaboration, you create a respectful environment where all contributions are valued.

Workplace design is an inclusive, not a democratic process. If you get the strategic brief right through effective workplace strategy, then that also acts as a change management tool to align users against the themes that need to be resolved. This helps immensely to agree on functional design. As for look and feel, a good design team will always focus on connecting the science above to effective storytelling. Humans love stories and a strong brand narrative can align us over a period of time to agree on the right look and feel that conveys the purpose of organisation through design. Focus on the process and you will note that conflicts start to disappear over a period of time.