The Biggest Industry You’ve Never Heard Of: Facilities Management

How to Attract and Retain New and Diverse Talent to Facilities Management

There are an abundance of career options available to Millennials and Gen-Zers as they tend to be highly-educated, driven, tech savvy, as well as out-of-the-box-thinkers. But how many do you think have considered a career in Facilities Management? Before we get started, let’s define Facilities Management.

Facilities management is probably one of the biggest industries you’ve never heard of, and yet is a sector most of us unknowingly interact with on a daily basis. At the most basic level, Facilities Management (FM) is the industry responsible for the operations and maintenance of the built environment and related infrastructure (buildings and the systems that keep them operable). This is a broad industry that encompasses many specific responsibilities, skill-sets, and potential career paths.

Most FM career paths consist of three trajectories: field technician, engineer, and management (program and/or people). All of these career paths are comprised of jobs that are in great demand, have high job security, and typically compensate very competitively.

IBM provides a comprehensive definition of facilities management:

• Lease management, including lease administration and accounting
• Capital project planning and management
• Maintenance and operations
• Energy management
• Occupancy and space management
• Employee and occupant experience
• Emergency management and business continuity
• Real estate management

Facilities management can be a rewarding career, yet the industry is facing a significant demographic imbalance. IFMA recently released a study that reported that the average age of a facilities manager is 49 years old. While this means there is tremendous domain expertise among this cohort of facilities management employees, this presents a significant problem to the industry:

how are we to introduce motivated and progress-driven young people to our sector so skills and knowledge aren’t lost when part of the older generation chooses to retire in the coming years?

Additionally, this “great retirement” means that the younger generation will soon be leading the workforce, and their ideologies are often not the same as their predecessors.

Millennials, for example, are often stereotyped as only interested in job opportunities that are “trendy” and to some, an FM role may seem “uncool” and archaic. The reality, however, is that many just want career growth, flexibility, and opportunities to focus on learning and improvement, wellbeing, and related benefits that support a diverse workforce.

As employers, how do we attract and retain talent? Follow the subsequent recruitment guidelines:

Show Candidates How They Can Climb the Career Ladder in Facilities Management

The first thing you should consider when trying to attract talent is the prospect of career advancement.

It is important to remind candidates (and employees, too!) that they can have a thriving career in Facilities Management and that their employer will support them with the proper resources to move forward and succeed in the workplace.

Additionally, the modern workforce desires perks that are related to their career advancement. This could include attending facility management conferences, the availability of diverse workplace roles, clear career roadmaps, and employer-paid continuing education.

Promote and Encourage a Flexible Work/Life Balance

A good company will prioritize its people, and putting an emphasis on work-life balance for employees is one impactful way to achieve this goal. Consider what you can offer employees.

Studies suggest that a flexible work/life balance has been associated with improved mental health and higher rates of performance at work.

Traditional office environments and compensation models are no longer as appealing as they used to be in this new era of remote work. Look into accommodating work-from-home days where possible or establishing flexible working hours.

Offer a Competitive Benefits Package

The modern workforce wants more from the companies they work for.

Flexible schedules alone won’t cut it; solid benefits are also key to securing and retaining the best talent. Make sure you highlight this on your company website!

For example, Chipotle recently started an educational assistance program amongst all of its employees. Since its implementation, they have seen a retention rate that is 3.5 times higher.

Internships and Mentorship Are the Gateways to Opportunity

There is evidence that indicates that there is a positive correlation between internships and helping individuals find their career direction.

It’s crucial for companies to provide a route for students to gain hands-on experience in facilities management through internships. Similarly, research suggests mentorship opportunities are another pathway companies can use to attract talent.

People are eager to learn and to gain the understanding and knowledge they need from a mentor, which in turn assists them with their job performance. It also allows for social interactions, which helps retain top employees. So, take a proactive step in highlighting that you offer paid internships and mentorship opportunities (and if these are not currently offered, it’s time to have a conversation with your team about changing that).

Create a Gender Balance in Facilities Management

Is your company putting their money where their mouth is on recruiting and developing diverse candidates within the workforce? An excellent example comes from Sodexo.

Aside from its traditional methods of recruitment, Sodexo focuses on providing opportunities for women through initiatives such as the SWIFt Leadership Program.

One of the main goals of this effort is to increase gender diversity at their company. For a better look, Facilitiesnet.com has a great article that dives deeper into the Sodexo case study, and also has insight into recruiting for Facilities Management.