There continues to be a labor shortage amongst trade industries, and facilities management is no stranger to this scenario. It’s more than just struggling to recruit and retain new workers, there is also a skills gap. Leaders are struggling to find qualified candidates, leaving many facilities in the lurch as more employees start to retire.

Healthcare Facilities Today recently spoke with Melanie Parks, managing director, Healthcare Division, JLL Work Dynamics on what strategies managers can use to find new candidates and how to ensure job satisfaction.

HFT: How can facilities managers identify any skill gaps within the teams? How can they begin to close those gaps?  

Melaine Parks: Skills gaps can be identified through performance reviews that include both self-assessments as well as manager assessments based on an employee’s on-the-job performance. Additionally, formal skills assessment programs are great ways to target skills development opportunities for employees. Understanding the skills needed for a role in an organization is the first step. Then, ensuring that clear expectations of required skills and careful screenings of potential candidates through the recruiting process will help close gaps with new employees. For existing teams, developing and administering a training program to target the necessary skills can materially reduce the skills gaps and lead to higher performing teams.

HFT: What strategies can managers use to attract qualified candidates?

Parks: It is important to focus on a strong retention program for existing employees to build on skills development. Recruiting new talent requires focus on training and education programs as well as competitive compensation and benefits packages.

HFT: Are there any trends or patterns when it comes to turnover? What can managers do to better retain employees? How can technology aid in this?

Parks: Turnover can often be attributed to employees seeking more competitive compensation packages. Additionally, referencing my previous answer regarding an aging workforce, retirement is a trend, too. Managers can focus on employee retention by promoting a healthy work/life balance, when possible; ensuring that a strong recognition and rewards program is actively being utilized; providing a clear path for career progression, ensuring that compensation and benefit packages are competitive and having a strong professional development program. In particular, technology can aid training opportunities that employees can access on-demand. It can also facilitate more opportunities for remote work and broader communication within an organization to help employees feel more connected.

HFT: What measures can managers take to ensure job satisfaction? What is the best way to gather and address feedback?  

Parks: There are many considerations that go into ensuring job satisfaction as it’s not a one size fits all. Organizations who focus on these areas can be a magnet as a desired place to work. Creating a positive work environment with a culture that embraces diversity, strong ethics and teamwork is fundamental. Having programs of well-being initiatives, work-life balance and recognition and rewards make employees feel appreciated and respected. Setting clear expectations and providing regular feedback along with professional development and training is an important investment. Helping employees see the opportunities for growth and advancement within an organization and having a process in place to establish a desirable career path will be rewarding for the employee and the organization. Feedback should be gathered through formal and informal channels. Informal channels can include regular employee/manager discussions that allow an employee to speak freely about their professional needs both day to day and for a longer term. Formally, it’s important to seek feedback through employee surveys that have both specific questions along with opportunities for open comments. It’s critical for managers and organizations to communicate planned actions that will be taken from the feedback, so employees know their voices are heard.

HFT: What training programs can managers use for their teams?  

Parks: A dynamic training program designed to meet the needs of a diverse workforce is critical. Training can be offered through internal programs that allow for individual and team growth. Training offered through industry recognized professional organizations is also a key component. These programs are mutually beneficial because they allow employees to gain important industry-specific knowledge that benefits the healthcare facilities organization and an employee’s career growth.

Mackenna Moralez is the associate editor of the facilities market.