One of the most pressing global challenges in the Facilities Management (FM) industry is the ongoing crisis around manpower. From sourcing and productivity to retention and upskilling, these factors are straining FM operations. While often categorized as a human resources issue, this challenge is far more systemic, reflecting a global challenge across the Americas, Europe and Asia.
There are many factors contributing to this issue, including the paradigm shift in labour dynamics resulting from job market transformation and new skill dynamics. Millions of new high-pay jobs have emerged in the semi-skilled category, leading to migration from conventional jobs of housekeeping and security, resulting in wide-scale unavailability.
Besides, due to industry transformation, the demand for skill-based employment is increasing. The advent of AI and tool and machine automation is further transforming the industry, impacting the demand and supply issues in the FM sector.
In this context, the technology renaissance in the FM industry is the way forward. Whether it is sourcing, talent management, productivity, tool and machine automation, or performance management, it offers a transformative path forward.
The Six Biggest Human Resource Challenges in FM
- Basic Field Manpower Unavailability
A global shortage of frontline workers, especially for routine roles in cleaning, MEP, and landscaping, continues to plague the FM sector. Labour migration to better-paying job categories, such as logistics (couriers, delivery, or retail), combined with demographic shifts and rising wages, is exacerbating this shortfall, particularly in markets where FM still operates with low pay scales. The ongoing slide in FM margins is also a deterrent to attracting skilled resources.
- Lack of Skilled FM Resources
Modern FM requires high technical acumen across systems like BMS, IoT, and sustainability tools. However, college degrees or diploma programs have yet to align with these evolving workplace needs. The result is that freshers entering the workforce without the necessary competencies often struggle. At the same time, those who do possess them tend to gravitate toward better-compensated roles, as FM jobs are not adequately remunerated. Upskilling new staff is costly and time-sensitive due to project sensitivity regarding unavailability, further complicating this gap.
- Workforce Management and Productivity Issues
Low skill levels are therefore impacting workforce performance, such as inefficient scheduling, duplicated tasks, and poor real-time monitoring of operations. These inefficiencies directly affect service quality, client satisfaction, and productivity issues.
- High Attrition and Retention Challenges
The strenuous pressure emanating from skill and infrastructure deficiencies, low wages and low staff engagement is affecting employee morale and resulting in a high churn rate. Additionally, a significant macro issue is the combination of wage fluctuations alongside the increasing demand for skilled resources, which fuels this volatility and undermines workforce stability.
- Upskilling Limitations
Upskilling in FM is hampered by budgetary constraints, limited release time from duty schedules, and the high opportunity cost of taking employees offline. There’s also a lack of structured, quality training solutions that can be scaled across geographies—highlighting the urgent need for transformative, blended learning strategies.
- Fragmented Operational Processes and Lack of Standardization
Disjointed standard operating procedures (SOPs), inconsistent key performance indicators (KPIs), and siloed functions across projects contribute to poor data visibility and suboptimal decision-making. Many FM organizations still rely on legacy systems with limited integration, hindering their ability to unify workflows or leverage predictive analytics. This situation introduces the risk of human error, duplication, and inefficiencies, thereby increasing operational costs and decreasing service quality. Additionally, numerous projects are led by client organizations in input formats, which leads to the issue of standardization.
The Role of Technology in Addressing FM’s Workforce Woes
Technology is not a substitute for people; instead, it serves as an enabler that empowers a more efficient and capable workforce. Today, the need of the hour is a holistic, technology-driven strategy that integrates talent acquisition, workforce development, process automation, and data-driven decision-making. Here’s how this can be achieved:
- Reducing Manpower Gaps through Automation
The automation of processes, machines, and tools such as robotics, smart sensors, GPS tracking, geofencing, and CAFM systems, reduces dependency on manual labour. Automated cleaning, diagnostics, and remote operations decrease staffing requirements while increasing reliability.
- Bridging Skills Gaps with Digital Learning
AR/VR, AI-driven learning modules, and Learning Management Systems (LMS) can facilitate scalable and blended upskilling programs. Centralized e-learning systems promote uniform skill development, competency mapping, and real-time performance assessments across various geographies.
- Boosting Workforce Productivity
Mobile applications for task scheduling, attendance tracking, digital checklists, and GPS tracking enhance time management and resource allocation. Real-time dashboards and CAFM integrations enable better oversight, quicker responses, and leaner operations.
- Addressing High Attrition through Engagement
Digital tools that encourage career advancement, performance recognition, and rewards are crucial for talent retention. Employee lifecycle engagement platforms help foster a sense of belonging, opportunities for growth, and motivation, which are essential in an industry with high turnover rates.
- Revolutionizing Talent Acquisition
AI-powered recruitment platforms facilitate smarter sourcing, screening, and candidate matching, enabling HR departments to build agile, future-ready teams.
- Driving Standardization and Compliance through Unified Platforms
Integrated technology platforms harmonize SOPs, KPIs, and workflows across sites and services. This approach enables fewer employees to deliver more consistent results, supported by automation, analytics, and real-time compliance monitoring.
The Path Ahead: Empowered Teams, Smarter Systems
The FM industry needs to move beyond viewing workforce challenge solely through an HR lens. It should embrace technology as a strategic enabler to reengineer processes, enhance competencies, and standardize delivery.
When automation integrates SOPs, performance metrics, and training modules into unified platforms, FM operations become less reliant on variable human inputs and more focused on consistent outputs.
The ultimate goal isn’t merely to hire more personnel; it is to empower a smaller number of well-trained and well-supported professionals through intelligent systems. The FM industry doesn’t just need more people; it requires smarter systems that enable fewer, more capable, and productive teams, along with an effective data management regime.