Qualification and learning pathways for next Gen FM leaders and professionals

THE FM RECRUITER’S VIEW
COLEEN CLOHERTY,
DIRECTOR, CPC CONSULTING

Facilities Management is and remains one of the largest sectors in the UK that not many people know about or even recognise. This is despite the fact there are over one million people in the UK who currently work in FM. For the last three decades the FM sector has struggled to find people to fulfil vacancies from a shrinking pool of people. Now with the number of universities offering courses falling it’s hard to see how this trend will do anything but continue.

I have recruited within the facilities management sector for 25 Years, and while this has been a constant issue, it is also a big reason why I focus on supporting the profession. I believe FM isn’t represented or catered for anywhere near enough by the education and training sector. One of the reasons is that it is often the case that people fall into FM or evolve into it when roles and responsibilities develop. Starting salaries within FM aren’t enough to justify the outlay required to join an academic programme, so many of those who study or have studied are often part of fully funded by their employer. For those who want to study FM and don’t have funding, the Sector needs to do more.

The big supply side companies who employ large numbers of FM people need to put more back into the sector by investing the development of their workforce to grow and maintain the pool of qualified professionals. These companies need to attend trade shows and make vacancies more visible to prospective candidates. Trade bodies need to do more to encourage the supply side, end users and public sector to get more involved.

Covid and its aftermath has depleted the talent pool further with many experienced and qualified people leaving the sector. And while apprenticeships are used by some companies, this could be expanded massively. Discounts should be made readily available and government subsidies improved and offered for Vocational Courses.

While facilities management recruitment and selection require both a person fit and experience fit, other additional core skills are increasingly in demand. These include communication skills, stakeholder engagement, people skills, innovation and technology savviness, sustainable focus and budget management, multi-site experience and contract management.

In this way employers are looking at ever wider skills and experience sets when selecting candidates. Alongside the wider sector, individual FMs, particularly those in management roles must also invest in personal training and development throughout their careers. If unsure about which training courses are available or what is the best fit, I always recommend speaking to FM employers, industry peers or the training providers directly.

THE INSTITUTE OF WORKPLACE AND FACILITIES MANAGEMENT’S VIEW
LINDA HAUSMANIS,
CEO, IWFM

It is a key part of the Institute’s mission to promote workplace and facilities management (WFM) as a career of choice for all individuals looking for a rich, rewarding and impactful profession. Professionals returning to work after a break, veterans, school leavers and graduates are some talent pools the Institute has identified as benefitting from WFM and enhancing the sector with their attributes. As such, organisations in the sector can take several key steps to support and encourage the next generation of WFM leaders.

For instance, individuals can meaningfully progress from the frontline to the C-suite. I highlight Deborah Rowland, Director of Public Affairs at Sodexo UK and Ireland; Debi has spent several decades blazing a trail in WFM and has recently given back to the community through a scholarship launched in tandem with IWFM, which announced its inaugural winners at the recent 2024 IWFM Impact Awards. In WFM, through competence and work ethic, gaining skills and experience, individuals can prosper and make an impact in areas like digital innovation, sustainability and equity, diversity and inclusion.

These themes resonate with the concerns of modern workers, as well as their expectations. For instance, organisations can promote flexible working, the ability to pursue specialisms and competitive remuneration as solutions to attracting, recruiting and retaining talent into WFM. If organisations seek to truly boost WFM workers into leaders, they can signpost their teams to the resources offered by the Institute.

For instance, as the continuing skills shortage remains a key concern, professionals can access the Institute’s accessible, innovative and industry-recognised training and qualifications. These range from bitesize e-learning courses to comprehensives programmes on topics ranging from building safety to contract management, digital innovation to people management. The courses are delivered by industry experts with years of experience and have been tailored to WFM professionals at all levels, from introductory to management and strategic courses.

Additionally, organisations can point professionals towards IWFM Mentoring, a one-to-one, personalised career support service. Professionals can be paired with a mentor who has the knowledge, experience and skills to enable mentees to learn, develop skills and fulfil career goals. As a benefit of IWFM membership, we’re delighted to see the array of professionals that’ve taken part as mentees, exchanging learnings, perspectives and ultimately building a more supportive, collaborative sector.

The person-to-person nature of mentorship is important, as is the chance for professionals to network. Through community, regional, specialist or industry events, the Institute enables professionals to learn from their peers, discover new opportunities and feel a sense of engagement with the community. In new ways of working post-COVID, this last aspect could be particularly important for professionals who are looking for purpose and value in their work.

In summary, there are a multitude of ways to support and encourage the next generation of WFM leaders, and to encourage a culture of continual learning. Often the key is to be proactive and express the many benefits of this lynchpin profession in a holistic manner. With an organisation like IWFM, you can rely on us to make this a reality.