KEEP THE CREW HAPPY: Tips on talent retention from candidates in the Placemaking & FM market!

I’ve been getting a lot of calls from clients with job vacancies because they are losing team member to competitors and they always ask: WHY??!

Speaking to candidates across the Placemaking and Facilities Management markets, it’s clear that the businesses with the best talent retention, are those that get the following right!

  1. Show Some Love:

Let’s kick things off with the basics – recognition and appreciation. Everyone loves a pat on the back, and it goes a long way in making your team feel valued. Learn their professional ‘love language’; do they like positive feedback 1-2-1 in meetings or email, a “well done on XYZ” in the hallway in passing, formal positive feedback during appraisals, or even something we do… extra time off!!

  1. Flexibility Rules:

Life happens, right? Embrace flexible schedules and, where appropriate, remote work options. Employees will appreciate the freedom to balance work and life without feeling like they’re being judged. Obviously, this is only effective in some disciplines in our market and for site based, operational roles in particular, doing this becomes more difficult but some level of flex would likely go a long way, and make your employees feel trusted and empowered.

  1. Career Growth Vibes:

No one wants to be stuck in a dead-end job. Communicate with your team about their career goals and their learning & development needs. Create a roadmap for growth within the company. When your team sees a future with you, they’re more likely to stick around.

  1. Keep It Fun:

Work doesn’t have to be all serious, always. Inject some fun into the work environment. Celebrate birthdays, organise team-building activities, or even just have a pizza day. This might not be fitting for every environment, but you know your team best, what do they find fun? How can you make the day to day engaging and enjoyable?

  1. Listen Up:

Don’t just hear – listen. Create an open space where your team feels heard. Encourage feedback, and actually do something about it. When team members see that their opinions matter, they’re more likely to stay on board for the journey.

  1. Benefits That Matter:

Beyond the monthly wage, offer perks that make a difference. Health benefits, gym memberships, or even a killer coffee machine in the break room. It’s the little things that can make your workplace stand out. Or – ask them! What benefits do they want? Are these feasible to be implemented? Communicate!

  1. Work-Life Balance:

Burnout is the enemy. Encourage your team to take breaks, use their annual leave days, and unplug after work hours (easier said that done in our world but it’s important to encourage team members to truly ‘sign off’ – we’ve found that when our team members really have some good time out, they come back more productive, with some stellar ideas!!

  1. Build a Tight-knit Culture:

Create a sense of belonging. Whether it’s through team lunches, casual Fridays, or a shared love of Eastenders… a strong team culture fosters connections that go beyond the 9-to-5 grind.

  1. Invest in Training:

Support your team’s professional growth by investing in training and skill development. When your crew sees that you’re invested in their success, they’re more likely to stick around for the long haul.

  1. Recognition that Matters:

Go beyond generic awards. Acknowledge the unique strengths of each team member. Personalised and specific recognition shows that you see and value the individual contributions of your team.

Keeping your awesome team together is about more than just salary and benefits. It’s about creating an environment where people want to stay and grow. So, gear up, keep the vibes positive, and let’s make sure your crew sails together for a long, long time!

Related Posts

Facilities Management
Tue 12 Mar
Low-cost ESG initiatives

Louise Harman

Foundation Insights
Wed 7 Feb

Louise Harman

Foundation Insights
Mon 12 Feb
Enhancing Commercial Property Value: The Importance of Customer Experience in Office Buildings

Louise Harman