Frequent topics of discussion in today's business environment involve what the ideal workspace looks like in a digital world and what the workforce needs for 2014.
In order for organizations to adapt to this rapidly changing workplace dynamic, it’s critical for human resources (HR) and facility managers (FMs) to work together both at a strategic and tactical level.
From a strategic point of view, these groups must clearly understand their role in serving the needs of the workforce as well as the organization as a whole.
It’s important that HR and FMs understand the organizational objectives and how the organization achieves those objectives.
However, a major component of any organization’s success is their people, which is the common denominator between HR and FMs.
There are three habits that will facilitate harmony between these two important groups.
Get on the same page about what keeps employees happy and productive.
Based on your mutual understanding of the corporate goals and objectives and employee needs, what type of space is ideal for your current skilled employee base and what will attract new talent?
Maybe the dynamics of your company require an office with more assigned spaces that are private due to confidentiality or security issues.
If so, what kind of alternatives can you provide that give the workforce more flexibility such as telecommuting, flex time or shared time?
What about collaboration spaces that are more relaxed or social to off-set the private, focused time?
Maybe your organization can be more open with low or no cube walls at all, but have a few smaller private huddle or meeting rooms.
Regardless, collaborate together on what makes sense and conduct your due diligence together.
Joint metrics and key performance indicators give you a mutual understanding of employee needs and the use of the space, services and assets provided — and how that impacts the organization’s ability to retain and attract talent.
Present these to the C-Suite so they know you understand the workings of the organization and the powerful impact your efforts have on the bottom-line — not just from a cost-cutting perspective, but also from a productivity enhancement perspective.
Today’s technology allows you to easily share data and keep your independent systems up to date with the latest information.
HR is the master of critical employee data like employee IDs, job title, employee status, departmental assignment, work type, etc.
FMs are typically the master of employee location, services requested and how space and assets are used.
Critical data that can benefit both parties should be shared in a seamless manner to ensure productivity and integrity of service delivery.
HR and FMs are extremely powerful resources within an organization.
They should be tightly connected to maximize their unique roles for the benefit of the organization as a whole.