Preparing for Tomorrow: Innovative Approaches to Workforce Development

The skilled labor shortage is affecting companies across various industries, including facilities and maintenance, making it difficult to avoid overburdening existing employees while replacing a generation of skilled workers nearing retirement. To ensure roles are filled and production goals are met, now is the time to develop a solution for the retiring workforce and invest in upskilling strategies that prepare today’s workforce for tomorrow.

The healthcare labor market is undergoing significant changes, marked by a growing need for specialized skills — in large part due to a retiring workforce and emerging technologies. Employers in healthcare are increasingly seeking candidates with specific technical proficiencies and adaptable skill sets to navigate the evolving landscape, especially for their facility management roles. 

Healthcare Hiring Challenges

Hospitals and healthcare systems face unique challenges in attracting workers for facility management jobs, including janitors, maintenance technicians, plumbers, electricians and other skilled professionals. 

Despite the waning fears caused by the COVID-19 pandemic, there is still a stigma around working in a hospital setting and worries about exposure to illnesses. This perception has led to significant challenges in recruiting skilled labor in healthcare facilities.

Another obstacle for those hiring for entry-level position jobs is that healthcare organizations may have extensive onboarding. The numerous tests, background checks and other hiring requirements (such as vaccinations and physicals) can put hospitals at a clear disadvantage. Workers filling these positions often have transferable skills desired by other companies outside of healthcare, which can typically onboard employees and deliver the first paycheck more quickly than a healthcare organization.

Additionally, there are few existing workers with the transferable skills and experiences suitable for working in hospitals. Those more familiar with working in residential or commercial spaces, which are less regulated than healthcare, will still experience a significant learning curve when moving to hospitals. The buildings are larger and more complex and the consequences for errors or mechanical failures are more significant. 

Despite these challenges, there are numerous aspects that make hospital and healthcare work appealing to many workers. Job security is a significant motivator for most job seekers, and the demand for skilled and general labor positions is unlikely to decline in the foreseeable future. Many professionals find satisfaction in knowing that their work benefits others, and working in healthcare can provide a sense of fulfillment as employees contribute to a positive cause. Additionally, hospitals often offer a clear path for career advancement, particularly as more veteran workers retire from the labor force. 

Innovative Approaches to Develop a Resilient Workforce

The skills gap impacts nearly every industry, and if you’ve recently tried to find a maintenance technician or EVS candidate for your healthcare facility management team, you know how arduous of a search that can be. To tackle these challenges and shape a resilient and future-ready workforce, I’ve highlighted a few strategies that can bolster your capabilities.

Embrace Technology Integration

Keeping up with the technological advancements in healthcare facility management can be a daunting task, but those advancements shouldn’t be disregarded. Advanced technological solutions can mitigate risks, enhance patient care and streamline administrative processes, leading to improved overall performance.

One of the most effective strategies for workforce development is the integration of technology into everyday operations. By leveraging advanced software systems, teams can simplify tasks, manage resources more efficiently and improve communication. Training programs that focus on digital literacy and the use of specific tools can empower employees to utilize technology effectively, thereby enhancing productivity and reducing errors.

Tailored Training and Apprenticeship Programs

Generic training programs often fail to address the specific needs of hospital facility management teams. Developing tailored training initiatives that cater to the unique challenges and responsibilities of these teams can significantly improve competency and performance. These trainings should include practical workshops, simulations and mentorship opportunities that provide hands-on experience and foster a deeper understanding of the tasks at hand.

Apprenticeship or mentorship programs can play a significant role in workforce development by providing guidance and support to new and existing employees. Having a proactive process to ensure effective knowledge transfer capture within your organization is key. Pairing experienced staff with newer members can facilitate the transfer of knowledge, enhance skill development and build confidence. These relationships can also help mentees navigate the complexities of their roles and integrate more effectively into the team.

Adjusting training to meet your specific needs isn’t something that can only happen within your facility. We’ve seen success with helping healthcare systems develop relationships with local vocational and trades schools. Through these relationships, employers can help these schools understand the exact skills they are looking for to help guide the curriculum. This strategy may not yield immediate results, but it can help you access local talent in the future.

Foster a Culture of Continuous Learning

In a dynamic work environment, the importance of continuous learning cannot be overstated. According to our most recent Job Seeker Survey, which monitors the motivations and challenges impacting recent applicants, 73 percent of respondents expect employers to provide opportunities to add new skills. Additionally, 26 percent state they have resigned from a role due to lack of skill development opportunities.

Providing opportunities to engage in ongoing education, whether through formal courses, online platforms or mentorships, can keep employees abreast of the latest industry trends and best practices. This culture of continuous learning not only enhances individual capabilities but also drives collective growth and innovation within the organization.

Creating collaborative learning environments where employees can share knowledge, discuss challenges and brainstorm solutions can lead to more effective problem-solving and innovation. Regular team meetings, workshops and discussion forums can facilitate this exchange of ideas and foster a sense of community and support among employees.

Innovative approaches to workforce development are essential for hospital and healthcare facility management teams to remain competitive and capable in today’s fast-paced world. By embracing technology, tailoring training programs and fostering continuous learning, hiring managers can create a workforce that is skilled, adaptable and ready to meet tomorrow’s challenges.