Encompass Insights

Regardless of our personal views, the world has seemingly become more complex than many of us remember it before.

Yes, there are interior design strategies you can implement at your facility in order to create a more productive work environment.

And we all know the perks of increased productivity: Financial savings, customer satisfaction, and a cushier bottom line. 

In a recent three-part series, Facilities Net broke down how these interior design strategies can help boost productivity initiatives. Here are the top highlights and strategies, as well as how you can implement them at your own facility.

When it comes to implementing new initiatives at your facility, your motto should often be: 50% is better than none.

Now, for those of us who tend to be perfectionists, that sounds like a slap in the face. How could I think of standing up a program I know isn’t the best?

Many organizations are reluctant to implement new initiatives because of hurdles in adoption or uncertainty in the outcome. However, when something is critical, you're better off moving forward and getting those that are "convertible" on board than working tirelessly to slowly move the difficult ones in your direction. 

With so many tasks tugging at you every day, being strategic is not always an easy feat for managers. Prioritizing daily activities may seem pretty self-evident, but prioritizing long-term changes across your organization, well, that's a different story.

Here are four questions you should answer to evaluate the soundness of that new process or project you’ve been wanting to get off the ground for a while. 

Is culture something you either have or don't have, or is it something that you can actively build?

Both.

For many individuals, corporate culture sounds like a very abstract, fluffy thing you use in Marketing and that's it. But truly successful companies make culture an integral part of their operations. If you’re interested in improving the company culture at your facility, it’s something that can be done; you just need to know how to go about it.

In last week’s post we discussed how important it is to understand your facility’s cost structures, especially when it comes to staffing. We also covered employee health care, performance, stability, and retention.

This week we’re answering the question: When it comes to deciding between hiring full and part-time employees, how do you quantify your decision? 

There is no cookie-cutter answer for how you balance your team. It requires a deep understanding of your operations and your people. Nonetheless, here's how you might make a more informed decision. 

Understanding the financial and operational structures of your facility and how they go hand in hand can save you money.

One issue that regularly comes up when it comes to cost structure and planning is staffing, and whether full-time or part-time employees provide the bigger bang for your buck.

So what are the common misconceptions behind this debate and what is actually more cost effective?

Let’s take a look. 

Your team is an integral part of your overall facility maintenance program. After all, they’re the ones you rely on to carry out day-to-day operations and ensure everything is up to snuff.

So how do you build a reliable team of facility maintenance supervisors? Here are some tactics we’ve found effective.

Culture can be a difficult thing to put your finger on. In most circumstances, it’s more sensed than anything else. Despite its lack of tangibility, company culture is important, especially when working with outsourced vendors.

Why Should You Care about Your Vendor’s Culture? 

Let’s say you have two options when it comes to hiring a vendor:

Company culture is becoming increasingly important in today’s workplace. An awesome culture means higher employee engagement, and higher employee engagement means a deeper commitment to your organization’s values, goals, and mission. 

But that’s not where the benefits stop. Having a great company culture also improves the customer experience. Think about it this way: if a prospective customer interacts with a happy employee, chances are that his or her positive attitude will be palpable and the prospect will be more likely to become a customer. If an employee is disgruntled, on the other hand, s/he may not be the best representative for your company and you may lose a customer.