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Scorecard template · Workplace strategy
The Shared Workplace Scorecard
Published on 29.10.26Get finance, HR, real estate, IT and facilities agreeing on what a good workplace looks like. The scorecard gives every team the same metrics, targets and red, amber, green status in one view, plus a worked example and a spreadsheet version. Then track it together, every quarter, on one page.
Contributors
Hannah Cresswell
Get the scorecard
Why do workplace teams need a shared scorecard?
Because most workplace teams aren’t short of data. They’re short of agreement. Finance, HR, real estate and IT each define success differently and pull from different systems. So when leadership asks whether the workplace is working, the answers don’t line up.
In our webinar with JLL, we asked attendees how confident they are in the data behind their workplace decisions:
- 86% of attendees polled say their utilization data doesn’t confidently tell them what to do next
- Just 5% are very confident their space and occupancy data is accurate enough to support major portfolio decisions
The fix starts with one shared scorecard that every function helps build and signs off on.
The shared scorecard should reflect the financial goals, the people goal, the real estate goal, and the technology goals.
Wei Xie
Global Head of Research and Strategy, Workplace Management, JLL
What’s inside the Shared Workplace Scorecard?
A practical, one-page scorecard you can fill in and review as a team. It includes:
- Five lenses: financial, people, real estate, technology, and operations and FM, with suggested metrics for each.
- A simple status system: green, amber or red against a baseline and a target, so everyone can see what’s on track at a glance.
- A worked example: a filled-in scorecard with illustrative figures, showing how the metrics fit together.
- Agreed actions: space to capture next quarter’s actions and who owns them.
- A spreadsheet version: an editable Google Sheets and Excel copy that adds up your statuses automatically.
How do you use the scorecard?
Six steps take you to your first review:
- Get the right people in the room: finance, HR, real estate, IT and FM.
- Agree the goal: what is the office for?
- Choose two or three metrics per lens, and agree the source of truth for each.
- Set baselines and targets.
- Agree what green, amber and red mean for each metric.
- Review quarterly, then act on what the scorecard tells you.
Who is the scorecard for?
Workplace, real estate and facilities leaders who need every function working from the same view of performance. It’s especially useful if you’re planning a portfolio change, resetting your hybrid policy, or preparing a business case for leadership.
Contributions
Hannah Cresswell
Growth Marketing Manager
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