Save Time and Increase Productivity for Facility Managers
The role of Facility Management offers itself many obstacles, industry challenges and opportunities, though ultimately, the goal of facility managers is to maximize time spent while creating the greatest level of productivity possible.
A study done in March of 2020, revealed the top 5 issues Facility Managers consider to be most important in their facilities/operations as:
- health and safety
- improving facility image
- improving productivity and inefficiencies
- and training or educating staff
These concerns run deep through all managerial levels within Facility Management companies and are important to address in solutions and strategies for improvement. Many of these expressed concerns tie into one another as seeking solutions to utilize the best processes in onboarding, training and cultivating culture.
On a positive note, since the concerns are clearly understood, it can help set goals for managing and improving processes around the formation and activation of the organization. It all starts with reducing time spent on onboarding, training and developing culture, but the first step to reducing time is setting up flows that support the goals of the facility manager and are in line with the company vision. Let’s dive into how you can do just that!
Facility managers seek to attract, retain and develop their talent. However, it is not a surprise that some Facility Management segments have high turnover rates, for example, manufacturing has a rate of 37% absenteeism and employee turnover. There is a lot that needs to be addressed in order to improve and engage employees, and it all starts with attracting talent into an attractive and cohesive onboarding process.
As it stands, HR managers already consider onboarding important for many reasons, such as:
- having a quick integration in company culture for the new employee,
- instilling a positive attitude towards the employer,
- increasing engagement
- and providing an overall positive experience.
However, onboarding possesses many challenges and concerns along the way that need to be addressed ASAP. Some of these key challenges considered by HR Managers when onboarding are:
- good monitoring of new employees
- consistent approach and application of onboarding across the organization
- clarity of responsibilities during the process
- and measuring success and effectiveness of the onboarding flow.
With all this knowledge at hand, why do we still see managers struggling with attracting quality talent and high turnover rates? This is due to the lack of investing and developing a thorough and smooth onboarding flow. The challenges overshadow and make the whole process seem daunting.
Well, with a few key tools at hand, it can be made simple and show lasting results. Research reveals that when an organization creates a standardized onboarding process, they experience 54% higher productivity in their new hires.
Need some help creating your onboarding flow? We have written all the steps you need to take in making an efficient, smooth, and structured and automated flow, ensuring each new employee receives an equal amount of attention and care before, during and after they join your company. Check out the resource here.
TRAINING OR EDUCATING EMPLOYEES
Creating a company culture built on learning and development is important to have a competitive advantage, higher levels of productivity, and knowledge sharing in the workplace. It is especially important in Facility Management to tackle high levels of disengagement, specifically in hospitality which experiences 29%, the highest incidence of disengaged employees. However, even though a culture of learning is important and impactful, only 31% of organizations have developed well equipped learning environments.
In Facility Management, 96.3% of managers offer hands-on or on-the-job training to their employees, however, they may be overlooking the effectiveness of these trainings. There are certainly ways of improving the hands-on/on-the-job training experience by embracing micro-learning. Micro-learnings proves to both shorten the amount of attention and focus on learning a new task, while shortening the time before an employee is ready and able to perform their tasks at work.
Micro-learnings are bite-size learning units with 1-2 key objectives that provide about 4-5 key information takeaways in short sessions typically lasting less than 15 mins. Developing a plan to start training your employees in this way would increase the knowledge transfer by 17% and allows employees the freedom to learn wherever and whenever they are ready. Overall, leaving behind the old and traditional ways of training frees up time for managers because they know their employees will be better equipped and 50% more engaged in their job.
The year of Coronavirus has brought to light how important it is to educate and train employees on health and safety, one of the main concerns of facility managers. Educating in this area, whether it’s about the new safety regulations around containing the virus or learning how a new machinery functions, it is critical to get it right. Micro-learning is the solution.
Cultivating culture can be time consuming but the benefits are far greater than the effort allocated. Creating company culture is about turning something abstract into a shared feeling of living out the mission and vision of the company while feeling connected to your colleagues. A study showed that 46% of job seekers deemed company culture as very important when applying to a company and 35% said they would turn a job down for misaligned company culture. One of the best ways of cultivating culture is giving employees a network for them to connect among each other and management.
A big part of company culture is cultivated by the leaders and managers however, this can also include employees. By giving employees a shared network to connect, relate, share stories etc. with one another, it introduces autonomy and changes the conversation stream from only top down to both ways.
There is great power in bringing in a business application of Social elements into the workplace and can help significantly in recruiting, employee engagement, communication, creating culture etc. SHRM shared a list from their study of how many possible advantages there are to applying social media in the work context:
- Facilitates open communication, leading to enhanced information discovery and delivery.
- Allows employees to discuss ideas, post news, ask questions and share links.
- Provides an opportunity to widen business contacts.
- Targets a wide audience, making it a useful and effective recruitment tool.
- Improves business reputation and client base with minimal use of advertising.
- Promotes diversity and inclusion.
- Expands market research, implements marketing campaigns, delivers communications and directs interested people to specific websites.
Work relationships significantly shape the way we feel and our well-being. Overall, social connections make people happier, more engaged and more productive. Supporting a network for your employees to connect would impact them by increasing happiness, reducing stress, increasing engagement, creating a healthier life, creating a social format, increasing celebration of success, connecting departments, encouraging team building and inspiring positivity. All the while, creating a stronger and more connected work culture of relatedness and engagement.
Overall, onboarding, training and creating company culture can be maximized in time and effort by creating supportive flows. This is how you can reach the greatest level of productivity, while staying true to the values and mission of the company’s vision and mission.