FMJ Facilities Management magazine providing industry-specific intelligence to FM and property professionals
Jobs benefits not only enhance employee satisfaction but also drive the overall success and growth of an organisation, says Coleen Cloherty, Director of CPC Consulting
It’s been a few years since I spent any significant amount of time discussing the benefits side of a job package. Too often the focus is on pay and less so on benefits. In salary and benefit reviews its often pay rates that dominate the narrative. Pay is an important element, but package and wider benefits play an important part in the overall prospect. In 2025, the focus is on creating a work environment that not only meets the professional needs of employees but also supports their personal wellbeing and growth.
The political, economic, social, and technological environment in which our sector exists has experienced a lot of turmoil and change which means many FM and estates professionals have either not looked externally at their career options or stayed in their current roles for now. I fully expect there to be a lot more people moving jobs this year and this will lead to those wishing to retain key staff to look at and bolster their features and benefits packages as well as those wishing to attract people making their offering as compelling as they are able.
JOBS PICTURE
The UK property sector faces both challenges and opportunities in attracting and retaining top talent. By focusing on competitive salaries, flexible working arrangements, career development, health and wellbeing, diversity and inclusion, technological advancements, sustainability, recognition, workplace culture, and employee engagement, property firms can build a loyal and motivated workforce. These benefits not only enhance employee satisfaction but also drive the overall success and growth of the company
One of the most fundamental aspects of attracting and retaining employees is offering competitive salaries. In 2025, with the cost of living continuing to rise, ensuring that salaries are in line with industry standards is more important than ever. Additionally, performance-based bonuses and financial incentives can motivate employees to achieve their best, fostering a culture of excellence and productivity.
The COVID-19 pandemic has permanently altered the landscape of work, making flexible working arrangements a top priority for many employees. In the property sector, offering options such as remote work, flexible hours, and hybrid working models can significantly enhance job satisfaction and work-life balance. This flexibility allows employees to manage their personal and professional lives more effectively, leading to higher retention rates.
EMPLOYEE DEMANDS
Employees are increasingly looking for roles that offer clear paths for career advancement. Providing opportunities for professional development, such as training programmes, mentorship schemes, and support for further education, can help attract ambitious talent. Facilities management teams that invest in their employees’ growth are likely to see higher levels of engagement and loyalty. The wellbeing of employees is a critical factor in overall job satisfaction and productivity which is why comprehensive health and wellbeing programmes, including mental health support, fitness initiatives, and access to healthcare services, are increasingly essential benefits.
Research has shown that companies that prioritise the health of their employees not only improve retention but also create a more positive and productive work environment. Alongside this, diversity and inclusion are no longer just buzzwords; they are essential components of a successful workplace.
The property sector is increasingly reliant on technology, from AI and data analytics to smart building management systems. Providing employees with the latest technological tools and training them to use these effectively can enhance their productivity and job satisfaction. Sustainability is also a growing concern for both employees and clients in this sector. Companies that demonstrate a commitment to sustainable practices and ESG can attract employees who value these principles. This includes initiatives such as reducing carbon footprints, engaging in community projects, and promoting environmentally friendly practices within the workplace.
RECOGNITION AND REWARD
Recognising and rewarding employees for their hard work and achievements is crucial for maintaining high morale and motivation. This is why property firms are implementing more sophisticated recognition programmes that go beyond annual bonuses. This can include regular feedback, public acknowledgment of achievements, and personalised rewards that resonate with individual employees. A strong workplace culture that aligns with the values of employees can significantly impact their decision to stay with a company.
In the property sector, where trust and relationships are paramount, fostering a culture of integrity, collaboration, and innovation is essential. Engaging employees in the development of this culture and ensuring it is consistently upheld can lead to higher retention rates. Finally, actively seeking and acting on employee feedback is a powerful way to improve retention and attract new talent. Regular surveys, open forums, and one-on-one meetings can help management understand the needs and concerns of their staff. By addressing these proactively, companies can create a more responsive and supportive work environment.
The UK property sector faces both challenges and opportunities in attracting and retaining top talent. By focusing on competitive salaries, flexible working arrangements, career development, health and wellbeing, diversity and inclusion, technological advancements, sustainability, recognition, workplace culture, and employee engagement, FMs and real estate teams can build a loyal and motivated workforce and attract the very best candidates.
