2021 FM TRAINING OUTLOOK SURVEY KEY FINDING 1
BUILDING AND RETAINING THE FM WORKFORCE
One of the biggest challenges facing employers in 2022 is hiring and retaining staff. The pandemic has inspired many individuals to seek new opportunities. In FM, where the retirement gap was already looming pre-pandemic, positions have opened across all career levels.
By knowing what new and experienced FMs are looking for, employers can differentiate themselves, increase retention, and build an effective workforce.
of FM managers and staff have left or have considered leaving their job in the past year.
of FM leaders expect to have open FM-related positions in 2022.
Open FM-related positions can be categorized as:
- Technical/Trades 34%
- Entry Level 30%
- Middle Management 22%
- Senior Management 14%
Top 3 reasons for open positions:
of FM employers have had difficulty finding individuals with the required technical skills.
of FM employers have had difficulty finding individuals with the required management skills.
FM staff identified the top 3 factors that would influence them to stay at their current organization:
Join the conversation by reviewing some of the additional insights shared on this topic or by sharing your own.
Other than rental costs, what’s typically your largest expenditure? Your PEOPLE. So it’s really not a question of can you afford to train and invest in your people, it’s can you afford not to?
John Hajduk, ProFM
Executive Director, Facilities Operations, Sodexo
We’ve officially entered the new frontier work environment and FM leaders face the challenge of finding and recruiting qualified staff. One solution is to assess the internal talent gaps and determine how to upskill and reskill their current staff. Developing FM staff knowledge, skills and abilities will elevate their job performance and contribute to the FM organization’s overall success.
Stormy Friday, MPA, Hon. FMA, IFMA Fellow
President, The Friday Group
ProFMI Commission Chair
As a government agency, we can’t compete with the money being offered to FMs in the private sector right now. We need to find people looking for the stability, hours, professional development, and retirement benefits we bring to the table. FM training and career development is something that can differentiate us as an employer.
Keith Tate, ProFM, AIA, CPM, LEED GA
Facilities Management Director, Polk County BoCC
If we train and support our people, they’ll be able to take care of our customers, and in turn our shareholders. By building capability first, you provide a foundation of confidence to grow in their role and in the organization.
Vice President, Facility Services, Extra Space Storage
Every facility manager has a unique job, a unique blend of skills and a broad set of experiences. Building a skills ecosystem is a collaborative effort and we must collectively come together as employers, educators and industry professionals to make an impact and prepare for the future. It’s vitally important that, as FMs, we understand that we can’t possibly be experts in all things facilities, rather we need to have a broad knowledge base, fortify our networks of experts, and speak the same language. We can lead this effort and prepare for the future by recognizing that industry-focused education can lead to better job performance and providing training that fills the skills gap. When we learn new things, there is a sense of achievement which drives ability and confidence to do things better.
Ericka A. Westgard, CFM, ProFM
Vice President of Operations, Southeast Region
My company is benefiting directly from my credential. I’ve enhanced my leadership skills and every day, I put into practice my knowledge of the five cross-functional competencies and four functional FM knowledge areas. In addition, a knowledgeable and educated workforce improves the company’s image and contributes to the company’s bottom line.
George Smith, ProFM
Cushman & Wakefield