In this current post pandemic climate there has been a tendency to see facility managers as just ‘site managers’ without recognising their role as more strategic influencers which is indeed the case.
Mitie recently revealed that more than a third of their workforce are concerned that their offices are not Covid secure. Facilities managers must build trust amongst staff and help alleviate concern across the board. Showing empathy and understanding will harness genuine support whilst attracting a meaningful and enduring return to the office.
Rather like a guidance counsellor, consideration must be given to what might be the most effective style of communication. A misinformed or dictatorial tone can be damaging so lending a friendly ear to provide gentle guidance rather than applying pressure to those who are hesitant to return can be massively beneficial.
Staff demographic
Looking at a cross section of staff can be useful. Older people typically have larger houses than someone just starting out in their career. Graduates might be more eager to return because they’re not so comfortable at home or if their career growth comes from working and networking with colleagues and contemporaries. On the flip side, older people are generally more at risk regarding their health, which could influence their decision to return. This insight will help to inform what the attitudes might be to returning and what values are collectively important to the team.
Emotions
Managing the thoughts and feelings of team members who have to remain on site when other colleagues can accomplish their work from home is also relevant. Will there be bad blood? Pre-empting this and making everyone feel heard can help manage what could be a hot topic for backlash.
Consult the workforce
Tapping into behavioural attitudes is vital to making the return to the workplace a success. It’s likely that there will be a split between those who crave a social environment and those who are introverted or perhaps nervous to return. An awareness of neurodiversity can have a bearing on this. Neurodiversity suggests that all humans vary based on their neurocognitive ability. Having a neurodiverse workplace, which actively encourages and supports those of neuro minority status such as Aspergers, ADHD or Dyslexia, often means having a more diverse, motivated, innovative and profitable workplace. Seeing different ways of thinking as an asset enables employers to view their workforce as talented, skilled individuals; the key to managing them is to give everyone the tools they need to succeed.
State of the workforce
Keeping a firm grip on the state of the workforce is part of the responsible FM’s remit, and managers should be vigilant to any red flags exhibited by employees who may be struggling.
Isolation can degrade mental health. Suffering the effects of Covid or losing loved ones to the virus may have caused lasting impact on anxiety. For others who have adapted to working at home, a trip to the office could be stressful and triggering. There is a myriad of mental and physical responses your workforce is working through, so being sensitive to their wellbeing could be the key to retaining a happy workforce.
Home working
It is reported that home workers have extended their day by up to two hours since the pandemic hit. The convenience of work on tap or the temptation to clear a few emails after hours might make staff feel more productive but ultimately it’s a wellbeing issue that needs addressing from the top. Encouraging staff to clock-off at finish time and incentivising this with a gym membership or a Netflix subscription which they can enjoy after a hard day at work.
Going green
The pandemic has taught us the importance of being connected to the outdoors, but how can you give employees a dose of fresh air when they’re at the office. Renovated gardens and private seating areas are proving more valuable than ever. Tight for space? Consider a living wall or a covered rooftop-garden, so wherever you’re located people can get their green fix as well as some mood-boosting vitamin-D.
Hydrate
Research shows that cognitive performance drops sharply if body water levels drop by just 2 percent of body weight (for a 12 stone male that’s just over 1.5 litres of water). Dehydration can cause an imbalance in bodily functions causing headaches, tiredness and mood swings. Installing a (touch-free) water cooler and encourage all staff to take regular hydration breaks to keep moods buoyant and staff productive and happy.
Fine line
For some facility managers, creating an alien environment is simply not an option. There is a school of thought which suggests that staff want to return to an office they remember, not a distorted ‘sterile’ place stripped of persona. Finding a way to marry a ‘business as usual’ approach with necessary hygiene protocols is the way forward - appeasing those who are both anxious and eager to return.
Therefore, the right facilities manager can have a marked direct effect on productivity, not only that, but they are also key to the core business functionality. In our experience there is a marked difference between facilities managers which you may not be aware of. We are aware of these however, and can help you make the right decision for your business. Remember, you won’t always find these individuals on LinkedIn or via a conventional recruiter.
Moorcroft have worked with some of the biggest companies in the FM sector. We don’t just want to work with you, we want to understand your culture, your ambition and what kind of people fit your company. How do we do this? Well, we talk to real people and build real relationships. Technology is vital to all our work. However, it is no substitute for picking up the phone. This is what we do and our skill lies in identifying the right people – we pride ourselves on it! We have a proven track record and we strive to work with the best people for each project.
If you have a recruitment requirement, please contact Simon Moorcroft in the first instance.
Email: simon@moorcroftconsulting.com
Website: www.moorcroftconsulting.com
Twitter: @MoorcroftRec
Article references: https://www.fmj.co.uk/white-papers/
