What do you do if your facility management team consistently misses deadlines?

If a facility management team consistently misses deadlines, a structured approach is crucial. Firstly, analyze the root causes, whether it's resource allocation, workflow inefficiencies, or communication gaps. Implement clear communication channels and set realistic, measurable goals. Provide additional training or resources where necessary. Establish accountability measures, such as regular progress reviews and performance evaluations. Foster a culture of collaboration and problem-solving within the team. Ultimately, prioritize continuous improvement to optimize operations and meet deadlines effectively.

To begin with, it's important to understand the reason behind a situation. Conducting a thorough analysis will provide insights to create a plan for the way forward. This should include assessing the resources at hand, improving team cohesion and identifying gaps in communication. Use the SMART principles to define project parameters and allow for internal development. Additionally, digital tools such as Microsoft Teams or Monday.com can be used to provide instant updates and management oversight to everyone involved, fostering a collaborative and proactive culture.

Time management can easily slip away if not properly overseen. Digital tools can aid in this process. However, I strongly believe regular communication, formal & informal, is crucial. In professional fitness, the method of Periodization in program design, can be adapted to provide increased oversight towards effective time management and individual input. If there are team members who struggle with time management, it's important to evaluate the level of input required to achieve the goals or targets set. Is it really necessary to work from 9 to 5? Breaking up time into smaller tasks through Periodization can lead to greater productivity and a happier workforce. It's a revolutionary approach, but everything has to start somewhere.

I strongly believe in the effectiveness of teams, but I think they work better when they are divided into subgroups. These subgroups can work independently, yet collaboratively as a larger entity. Smaller groups allow for natural competitiveness, without suppressing individual ideas that can sometimes get lost in larger groups. Managing through a culture of fear is detrimental to emotive productivity. Accountability measures can be established in micro cycles, creating more achievable targets and a culture of individual ownership towards the goal for team members in these smaller groups. This naturally leads to an overall increase in cohesiveness and productivity, while maintaining a focus on the macro goal or mission of the company.

Communicate with the team and find the route. Inform all stakeholders, both internal and external, of the importance of KPIs and monitor them with an evaluation scale and a proper strategic plan.