How do you develop FM staff and successors?

1 Assess your current situation

The first step in developing your FM staff and successors is to assess your current situation. You need to identify the strengths and weaknesses of your team, the gaps and opportunities in your skills and knowledge, and the expectations and requirements of your stakeholders. You can use various tools and methods to conduct this assessment, such as surveys, interviews, performance reviews, SWOT analysis, competency frameworks, and benchmarking. The goal is to gain a clear picture of where you are, where you want to be, and what you need to do to get there.

2 Define your goals and objectives

The next step is to define your goals and objectives for your FM staff development and succession planning. You need to align your goals and objectives with your organization's vision, mission, values, and strategy. You also need to consider the external and internal factors that may affect your FM operations, such as industry trends, regulations, customer needs, technology, and innovation. You should set SMART (specific, measurable, achievable, relevant, and time-bound) goals and objectives for your staff development and succession planning, and communicate them clearly and consistently to your team and stakeholders.

3 Implement your plan

The third step is to implement your plan for your FM staff development and succession planning. You need to design and deliver effective and engaging learning and development programs for your staff, such as training courses, workshops, webinars, mentoring, coaching, job shadowing, and cross-functional projects. You also need to identify and nurture potential successors for your key FM roles, such as facility managers, project managers, engineers, technicians, and coordinators. You should provide them with opportunities to learn from you and other senior FM leaders, to take on more responsibilities and challenges, and to demonstrate their skills and potential.

4 Evaluate your results

The fourth step is to evaluate your results for your FM staff development and succession planning. You need to measure and monitor the progress and impact of your learning and development programs and your succession planning activities. You can use various indicators and metrics to evaluate your results, such as feedback, satisfaction, retention, engagement, productivity, quality, efficiency, innovation, and customer service. You should also solicit and provide regular and constructive feedback to your staff and successors, to recognize their achievements, to address their issues, and to guide their improvement.

5 Review and adjust your plan

The fifth step is to review and adjust your plan for your FM staff development and succession planning. You need to review your plan periodically and systematically, to ensure that it is still relevant, effective, and aligned with your goals and objectives. You also need to adjust your plan as needed, to respond to the changing needs and expectations of your organization, your staff, and your customers. You should involve your staff and successors in the review and adjustment process, to ensure their input, buy-in, and commitment.

6 Foster a culture of learning and growth

The sixth and final step is to foster a culture of learning and growth for your FM staff and successors. You need to create and maintain a positive and supportive work environment, where your staff and successors feel valued, respected, empowered, and motivated. You also need to promote and model a continuous learning and improvement mindset, where your staff and successors seek and embrace new knowledge, skills, and opportunities. You should also celebrate and reward your staff and successors for their learning and growth achievements, to reinforce their confidence and enthusiasm.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?