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The purpose of this paper is to introduce a comprehensive framework that covers the major dimensions of performance-oriented office environments including involved actors and performance parameters on the one hand, and the processes and success factors of implementation and change management of such workspace projects on the other hand, with their interaction to be considered as well. This framework can serve as a first guideline and rough “checklist” to support such projects, both in research and practice.

The framework was developed and refined by combining international literature analyses, industry experience from the authors and application of first conceptual ideas to a pilot project. The methodology of the whole endeavor, not only this paper, is a grounded theory approach, acknowledging the intermediate state of prior theory regarding workspace change projects. The framework will thus be further developed with additional case-based empirics in the future.

The framework addresses the design parameters (the content) of (re)developing performance-oriented office environments as well as the management (the processes) of this (re)development including its implementation. Due to the considerable number of dimensions and factors relevant for workspace projects in addition to their interaction and dependency as well as the individuality of situation and stakeholders, the probability of workspace project failure is high. Knowing the parameters of workspace change project success and measures to be tracked and checked during the design and implementation processes of such projects is therefore imperative. Suggestions for operationalizing the relevant factors are made. Equally important is to understand and address individual emotions and concerns of those being involved in or affected by the change situation, and to inform and include them adequately. The comprehensive framework provides a respective first overview.

The framework is conceptual, based on many sources. Yet, the exhaustive inclusion of all research on the many relevant factors is neither feasible nor intended. The paper rather tries to be comprehensive on the dimensions to be considered and to only exemplarily concretize how to handle this complexity in a manageable and practical way. Future research needs to test and adapt the proposed framework, to detail key performance indicators (KPIs), indicators and processes suggested, and to develop an according planning and controlling system.

The paper pictures key aspects for the effective design and change management of holistic workspace projects. KPIs as well as leading indicators are introduced that can be used to measure the various dimensions in an ongoing process throughout all phases of the project, enabling the organization to anticipate or at least rapidly react to problems arising. Accordingly, success factors for managing workspace change are collected and structured along the workspace dimensions including actors and performance.

The originality of this study lies in the approach to comprehensively integrating design and change management parameters of workspace projects, the explicit performance orientation and the inclusion of the multitude of actors (i.e. users, facilities management, Human Resources, ICT). Instead of the design and its implementation only being supported by change management, the organizational environment and its needs – like way of working, organization models, performance priorities and change capabilities – are driving the design, which constitutes a new approach in the design activity.

The purpose of this study is to team broadly accepted general management frameworks with the specific situation of corporate real estate and suggest a holistic configurations framework for CREM that takes into account the highly diverse context parameters.

Based on general management frameworks and research on CREM issues, a CRE management framework – the “CREM map” – is suggested that guides a study on which parameters drive CREM and how they are integrated. A qualitative approach is used that collects data from large European corporates. The analyses are performed through computer-assisted qualitative data analysis.

Multiple parameters form heterogeneous context constellations that make it necessary to individually configure a CREM system. While some “general principles” regarding CREM targets, strategy, organization, and controlling systems and their relationships can be identified as “best practices”, the key finding is that a holistic concept for CREM needs to be guided by “best fit” considerations, resulting in at least several, context-specific designs of CREM.

The CREM-map and CREM principles provide orientation in the process of design, implementation, and running of the CRE management system and its alignment to corporates' context and business needs. Connected line diagrams illustrate how “best fit” CREMs can look like.

First study takes a holistic view on the organization of the CREM function regarding its alignment with the business strategy and including why different designs are chosen. This can assist to improve the performance of CREM and sets the stage for further research on CREM configurations.

In addition to financial returns, German housing companies are expected to achieve social and ecological outcomes. This achievement is challenging for management, as expectations from different stakeholders are only partly apparent and often conflicting. The paper aims to discuss these issues.

This paper presents a process model that supports the management of housing companies to systematically explore, evaluate, and integrate stakeholders’ interests into the company’s strategic targets.

The integrated process model improves sustainable value creation, as stakeholders’ interests are transparent and can thus be better satisfied.

Due to the action research design, further research cycles and empirical testing with other companies are needed before findings can be generalised.

The process enables housing companies to focus on value-generating activities, to react timely to changing needs, and to improve their relationships with stakeholders. Management benefits from increased clarity and legitimacy for strategic decisions as stakeholder demands are made transparent and integrated into the strategic targets.

Compared to common participation approaches, all stakeholder groups are consulted, and their expectations are documented transparently within the suggested process model. This results in a better foundation for sustainable management planning and decisions.