What are the most common reasons for FM talent leaving an organization?

2 Poor communication

Another reason for FM talent leaving an organization is the poor communication and collaboration between FM and other departments or stakeholders. FM professionals need to interact with various parties, such as senior management, employees, contractors, suppliers, and regulators, to deliver their services and meet their expectations. However, they may encounter communication barriers, misunderstandings, conflicts, or silos that hinder their performance and efficiency. To retain FM talent, organizations should foster a culture of communication and collaboration, establish clear and consistent channels and protocols, and involve FM in strategic decision-making and planning.

3 Limited resources

A third reason for FM talent leaving an organization is the limited resources and support they have to perform their duties. FM professionals are expected to manage multiple and diverse aspects of the workplace, such as maintenance, security, sustainability, compliance, and innovation. However, they may not have enough budget, staff, equipment, or technology to meet the demands and challenges of their role. This can result in increased workload, stress, and burnout, as well as reduced quality and effectiveness. To retain FM talent, organizations should allocate sufficient and flexible resources and support to FM, and prioritize their needs and goals.

4 Low empowerment

A fourth reason for FM talent leaving an organization is the low empowerment and autonomy they have over their work. FM professionals are skilled and knowledgeable experts who can offer valuable insights and solutions for the workplace. However, they may not have enough authority, influence, or trust to make decisions, implement changes, or take risks. This can limit their creativity, innovation, and problem-solving abilities, as well as their sense of ownership and responsibility. To retain FM talent, organizations should empower and trust FM to lead and manage their work, and encourage them to experiment and learn from their failures.

5 Lack of alignment

A fifth reason for FM talent leaving an organization is the lack of alignment and fit between their values, goals, and vision, and those of the organization. FM professionals want to work for an organization that shares their passion, purpose, and principles for the workplace. However, they may feel disconnected, disillusioned, or dissatisfied with the organization's culture, strategy, or direction. This can affect their commitment, loyalty, and engagement, as well as their performance and productivity. To retain FM talent, organizations should align and communicate their values, goals, and vision with FM, and involve them in shaping and achieving them.

6 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?