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What do you do if your facility's employee engagement is lacking?

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Employee engagement is a critical component of a successful facility. When your team is not fully engaged, productivity and morale can suffer, impacting the entire operation. You may notice signs like reduced enthusiasm, lack of initiative, or a decline in performance. As someone responsible for Facility Management (FM), addressing these issues promptly can lead to a more vibrant, efficient workplace. It's essential to understand that employee engagement is not just about happiness but also about how connected employees feel to their work and the facility they contribute to.

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Shruti Patel

Senior Executive Human Resource || HR Admin
Shady Hanafy

Director of facility and general services | Facility Management Professional (FMP)|(SFP)|Top LinkedIn Voice
Erika Campregher

Gerente de Facilities, Gestor de Infraestrutura, Especialista em Gest?o de Opera??es e Solu??es Sustentáveis, Servi?os…

1 Assess Situation

To tackle low employee engagement, start by assessing the situation thoroughly. Gather feedback through surveys, one-on-one meetings, or focus groups to understand the root causes. Are there communication barriers, insufficient recognition, or a lack of professional development opportunities? Remember, this step is about listening and identifying, not yet about solutions. Your role is to be an empathetic investigator, pinpointing the specific factors that are contributing to the disengagement within your facility.

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Pascal Marcher

Excellence in Real Estate & Facility Management | Creating solutions that exceed expectations | Leading with vision | Futuristic thinker | Disruptor
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Feedback einholen: - Befragungen: Anonymit?t erm?glicht ehrliche Antworten - Einzelinterviews: Tieferer Einblick in individuelle Anliegen - Fokusgruppen: Gruppendynamik f?rdert Ursachen verstehen: - Kommunikationsbarrieren? - Mangelnde Anerkennung? - Fehlende Entwicklungsm?glichkeiten? - Unzufriedenheit mit den Arbeitsbedingungen oder dem Führungsstil? Zuh?ren und identifizieren: - Schaffen Sie eine Atmosph?re des Vertrauens und der Offenheit - Vermeiden Sie Vorwürfe und Schuldzuweisungen - Analysieren Sie das Feedback, um die wichtigsten Themen zu identifizieren

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Erika Campregher

Gerente de Facilities, Gestor de Infraestrutura, Especialista em Gest?o de Opera??es e Solu??es Sustentáveis, Servi?os Gerais, Manuten??o Predial, Otimiza??o de Instala??es e Recursos
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Importante avaliar a causa do baixo engajamento. Em muitas situa??es s?o originados pelo clima empresarial. Necessário eliminar essa possibilidade e desdobrar dentro da área as causas.

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2 Open Dialogue

Once you've identified the issues, it's time to open a dialogue with your team. This means creating a safe space for employees to express their concerns and suggestions without fear of repercussions. Transparency is key here; be honest about the challenges the facility faces and how you value their input in finding solutions. A genuine conversation can build trust and show your team that their opinions matter, which is an essential step toward re-engaging them.

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Erika Campregher

Gerente de Facilities, Gestor de Infraestrutura, Especialista em Gest?o de Opera??es e Solu??es Sustentáveis, Servi?os Gerais, Manuten??o Predial, Otimiza??o de Instala??es e Recursos
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Diálogo aberto, transparência e cultivo da confian?a s?o pilares para trazer esse colaborador de volta e toda a equipe. Após uma conversa arrumada de mapeamento, fa?a conversas individuais, se coloque ao lado do seu liderado para apoiá-lo.

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Pascal Marcher

Excellence in Real Estate & Facility Management | Creating solutions that exceed expectations | Leading with vision | Futuristic thinker | Disruptor
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Tipps für einen erfolgreichen offenen Dialog: - W?hlen Sie den richtigen Zeitpunkt und Ort: Sorgen Sie für eine ungest?rte Umgebung, in der sich die Besch?ftigten wohl fühlen. - Planen Sie genügend Zeit ein, damit alle zu Wort kommen. - Moderieren Sie den Dialog effektiv: Stellen Sie offene Fragen, die zum Nachdenken anregen. Achten Sie darauf, dass alle Teilnehmer die M?glichkeit haben, sich einzubringen. - Fassen Sie die wichtigsten Punkte zusammen und vereinbaren Sie die n?chsten Schritte. - Verfolgen Sie die Ergebnisse: Setzen Sie die vereinbarten Schritte um. - Informieren Sie die Mitarbeiter über die Fortschritte. - Bedanken Sie sich nochmals für die Teilnahme und das Engagement.

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Henry Mulindwa,PMP?,CMRP?,CAMA?,IAM-Dip?

Assets (ISO 5500X)|Facilities(ISO 41001)|Projects (ISO 21500)
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Open dialogue is very important as it fuels collaboration and engagement. Once you provide a safe space for people to reach out to you without fear of retribution and retaliatory fights from you, a very engaging and cohesive team is built. On the other hand, if open dialogue is discouraged, teams are very capable of doing their work in silos with you. This way, you won’t have the ability to understand not only their ways of work but also their actual capabilities.

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3 Implement Changes

After gathering insights and discussing them with your team, move to implement changes that address their concerns. These could range from small adjustments in daily operations to significant policy overhauls. It's crucial that these changes are not just performative but actually address the issues your employees care about. Show that you're committed to improving their work environment and that their feedback has led to real, tangible improvements.

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Pascal Marcher

Excellence in Real Estate & Facility Management | Creating solutions that exceed expectations | Leading with vision | Futuristic thinker | Disruptor
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Priorisieren Sie die Themen, die für das Team am wichtigsten sind. - Entwickeln Sie L?sungen, die auf die spezifischen Bedürfnisse des Teams zugeschnitten sind. - Informieren Sie die Besch?ftigten über die geplanten Ver?nderungen. - Erkl?ren Sie die Gründe für die Ver?nderungen und den erwarteten Nutzen. - Geben Sie den Besch?ftigten die M?glichkeit, sich an der Gestaltung der Ver?nderungen zu beteiligen. Berücksichtigen Sie ihre Rückmeldungen und Vorschl?ge. - überwachen Sie die Auswirkungen der Ver?nderungen. - Seien Sie bereit, gegebenenfalls Anpassungen vorzunehmen.

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4 Recognize Effort

Recognition goes a long way in boosting employee engagement. Establish a program to acknowledge individual and team achievements regularly. This doesn't always mean monetary rewards; public recognition, thank you notes, or even an extra day off can be powerful motivators. Ensure that recognition is timely, specific, and sincere. When employees feel appreciated, they are more likely to invest themselves fully in their work.

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5 Foster Development

Investing in your employees' professional development can significantly increase engagement. Offer training sessions, workshops, or tuition reimbursement for courses relevant to their roles. This not only improves their skill set but also shows that you're invested in their career growth. When employees see a clear path for advancement and feel supported in their professional goals, they're more likely to be engaged and committed to the facility's success.

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6 Evaluate Progress

Finally, regularly evaluate the progress of your engagement efforts. This means revisiting the feedback mechanisms you set up initially and measuring whether the changes you've implemented are having a positive effect. Adjust your strategies as needed based on this ongoing feedback. Continuous improvement should be the goal, with the understanding that employee engagement is an evolving process that requires attention and adaptation.

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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?

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Shruti Patel

Senior Executive Human Resource || HR Admin
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Identify Issues: Understand why engagement is lacking. Open Communication: Foster transparent dialogue. Recognition: Implement programs to acknowledge efforts. Development Opportunities: Invest in training and growth. Work-Life Balance: Support a healthy balance. Empowerment: Give employees autonomy. Positive Culture: Foster a supportive environment. Performance Management: Address issues promptly. Lead by Example: Model desired behaviors. Measure and Adjust: Continuously monitor and adapt strategies. Implementing these steps can enhance employee engagement and overall facility performance.

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Shady Hanafy

Director of facility and general services | Facility Management Professional (FMP)|(SFP)|Top LinkedIn Voice
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From my experience Communication: Foster open communication channels where employees feel comfortable sharing ideas, concerns, and feedback.Recognition: Acknowledge and appreciate employees' efforts and achievements regularly to boost morale and motivation.Training and Development: Provide opportunities for skill development and career growth, showing employees that you invest in their future.Team Building: Organize team-building activities to strengthen relationships and foster a sense of unity among employees.Feedback Mechanisms: Implement systems for gathering employee feedback and act on their suggestions to demonstrate that their opinions matter.

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What do you do if your facility's employee engagement is lacking?

1

2

3

4

5

6

7

1 Assess Situation

2 Open Dialogue

3 Implement Changes

4 Recognize Effort

5 Foster Development

6 Evaluate Progress

7 Here’s what else to consider

Facility Management (FM)

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What do you do if your facility's employee engagement is lacking?

1

2

3

4

5

6

7

1 Assess Situation

2 Open Dialogue

3 Implement Changes

4 Recognize Effort

5 Foster Development

6 Evaluate Progress

7 Here’s what else to consider

Facility Management (FM)

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感谢您的反馈

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