Interview

4 Top Tips for Acing Your Second Interview

The second interview – congratulations, you've impressed the hiring managers and made it through the first stage. You are now one step closer to securing your dream Facilities Management job.

But what makes the second interview, different from the first? And, more importantly, how should you prepare to make sure you get it right? It’s often a mistake made even by senior candidates that the research and preparation are all about the first interview. But the second interview is even more important. Don't think that just because you've been invited back that you don't have to prepare as well as you fit for the first.

Whilst the first interview usually just covers the important basics, the second interview will really get under the skin. The interviewer is trying to determine if you are the right person not only to do the job but to add value to the company too. Will you be there in 3-5 years time? What will your role be and what skills can you bring with you along the way.

So here’s everything you need to know...

The Second Interview – Use what you learnt in the first interview

“So, since our last meeting, what thoughts have you had about the job and the company?”. It's such an important question to make sure you are prepared for!  It isn’t designed to trip you up, but being underprepared will leave you waffling. Be confident in your response. It’s OK to take in notes. Things to include are your main reasons you want this job, why the company is the right fit for you, their vision etc.  This not only proves you have thought about it seriously but that you have listened and retained information - a good skill to have! But, and this is where you can really stand out. Think about why the company should want you!  Perfect your elevator pitch!

Refer back to things that were discussed in the first interview.  What were the key things you noticed that were important to the company? Bring them up in conversation and then use examples to show you share the same values. Do they have a certain culture?  Have you worked in that culture before? Can you demonstrate your success? Just remember to keep showing that you are the right person for the job.

successful interview

Address anything you missed in the first interview

The second interview is also an opportunity to say things you forgot to say in the first interview.  Or, ask things you forgot to ask.  Make the most of this chance to shine!  Become the front runner!  Was there something that you feel you didn’t answer right the first time?  Or, maybe not to your best ability.  We know that interviews can make some people flustered, or nervous.  Especially if it's your first one for a while.  Don't be afraid to discuss this in the interview.  It could make all the difference to the outcome rather than not wanting to reminder the hiring managers.  This time around, you should be more confident than the first time.  But, remember not to be overly confident – you haven’t got the job yet!  But at least you know that you are a potential hire.  Now it's down to you.

 

Get to know who you're meeting

Researching people before an interview is now fairly simple. A quick LinkedIn search will tell you about the career history of who you are meeting. Whilst this is great as first interview preparation, you can take it a step further on the second interview. Take a look at what pages they follow on LinkedIn, their education or skills. This can tell you a lot about a person and also if you have anything in common. Maybe it’s a sport, a good cause, or simply an approach to business. People like to hire people that share their values. Any chance you get to demonstrate this - take it! There are other things you can do to find common interests too. Do the company sponsor a charity? Maybe you have raised money for a charity before. Or, maybe the charity is of particular interest to you. If a hiring manager really can’t decide between two excellent candidates, a shared value could really tip the balance in your favour.

 

Saying thank you after the second interview

It's not over after you have finished the second interview. Sending a short message of thanks to the hiring manager will go a long way - don't forget to thank your recruiter too!  Sending a thank-you email may seem so obvious to so many people, but we are always surprised by how few people actually do. It doesn’t have to be a long message. Just express your thanks and your genuine interest in the role. Thank them for taking the time to meet with you again.

If you are looking for work within Facilities Management, get in touch with our expert team today.


employee mental health

How to support employee mental health post lockdown

Employee mental health is now a huge topic.  It has come to light even more during the pandemic and lockdown period.

As lockdown eases and people start to return to the office, it is to be expected that there will be some unease from employees. Interestingly, research consistently shows that over 50% of workers are 'uncomfortable' about returning to the office. This stems from COVID-19 anxiety and fears around travelling to and from the workplace via public transport. Also, there is also a preference for more flexible working arrangements.  Therefore, employees are reassessing their relationship with the workplace.

As well as all this, factor in the stress and isolation of long months working from home.  It’s clear that supporting employees and their mental health is an increasing need of the ‘new normal’.

Actionable steps to support employee mental health

As employees return to the office, facilities management play a role in minimising any anxiety. Create effective social distancing and hygiene measures that are easily actioned.  This will play a role in helping to reduce their fears.

Create a supportive and healthy work environment. Produce safety protocols that are clear and effective and communicate these to employees.  Create safeguards for their own self-protection and those of others.

Assessing the workplace

For FM professionals, reviewing the workplace and implementing new guidelines is a critical part of supporting workers to feel confident in the return to the office. Communicate the COVID preparedness of the workplace clearly to returning employees.

The office space may need a deep clean, with a focus on multi-touch surfaces. You may need to adjust the layout of the workspace to observe social distancing and ensure that interactions between employees and clients promote safety and trust.

Make sure that supplies of paper towels, hand gel and PPE if necessary are in place. Reassure employees that basic hygiene measures are taken care of.  This goes a long way to alleviate the worry associate with staying safe in a busy office.

Connect with vulnerable staff

The official government advice is that there is no need for individuals to self-isolate at the moment.  However, the situation can change at any time. Official guidance says that vulnerable adults can return to their workplace if it’s COVID-secure.  But they should still work from home if possible.

Individuals who are vulnerable and have been self-isolating are at particular risk of feelings of isolation and loneliness. Other employees who have lost relatives, friends or colleagues may not be in a robust emotional state to return to work.

Organisations should be prepared to offer distanced forms of counselling and therapy via telephone, email or video. These wellness options should offer privacy and flexibility to employees who wish to access them.

Connectivity is another issue for those still working from home. Facilities management need to risk assess the situation.  You also need to put in place appropriate measures like virtual water coolers so teams stay connected.

Effective emotional support is critical

Lockdown has affected different people in different ways. It's important to assess the levels of anxiety and mental wellbeing in individual employees and teams. Hold one-to-one and/or team meetings before the return to work so issues and concerns can be communicated.

This helps to reassure employees that their worries around their mental and physical wellbeing are being taken seriously.

Ongoing emotional support and COVID defence plans will be critical in the months ahead, so start now to support the mental and physical wellbeing of your employees in the post lockdown world.

You can find more information and guidance on the Government website here:
or visit our blog update on Mental Health Awareness Week


remote onboarding and working

Remote onboarding - can you hire someone without meeting them?

Remote onboarding has become a new trend over the last few months but is it feasible for your company. So you’re recruiting candidates for FM positions in your organisation but social distancing means you can’t go through the usual steps to onboard new hires. Can you really bring someone new into facilities management without meeting them face-to-face?

Post-COVID, remote working is becoming the norm rather than the exception. With the right procedures in place, remote onboarding can be done safely and effectively.

Use video interviews wisely

Technology has advanced to the point that video interviews can be executed effortlessly. In fact, the interview process shouldn’t be too different to meeting candidates face-to-face.

Establish an initial profile that enables you to decide which candidates will proceed to the final interview, then hold one-to-ones and a group interview with the team. This can all be achieved using easily available video interviewing tools.

Get the setup ready

Start the process with a welcome email and find out what your new recruit needs in terms of equipment. Be ready to deal with the logistics around distanced deliveries and make sure all relevant documents are available before the formal onboarding process begins and after it finishes.

Create a personalised remote onboarding plan

It can be difficult to create a personal connection without a face-to-face meeting. But a personalised onboarding process can make new employees feel welcome and give the experience a personal touch.

The HR process should give your new team members insight into company culture and communication channels. Scheduling meetings and arranging calls can help them stay focused and avoid the stress and anxiety that they may be missing something important.

Set goals and expectations

Establishing some clear goals for the onboarding process can be invaluable. After all, you won’t have the opportunity for the informal check-ins that occur when working together in an office.

What do you expect your new hire to have achieved by the end of the first week or month? And how can those goals be measured? Be clear on your expectations and create channels for feedback to improve performance. Check-in after one or two weeks, then again at four to six weeks and again at the end of the trial period, typically 90 days to exchange feedback on the onboarding process.

Meet the team

Stepping into a new team can be daunting. But making connections when the team is working remotely can be much harder outside a traditional workplace environment with its opportunities for informal meet-ups or organised events.

Schedule some digital meet-and-greet time that allows the team to spend time with your new recruit. This could be a quick call or a regularly occurring social event. Assigning a virtual partner is a straightforward way to connect a new member to the team and create a channel for hints, questions and directions.

Don’t forget to schedule a virtual tour of the organisation so that your new hire is aware of the different technologies and platforms in use. And arrange an initial series of check-ins with teams, managers and PR so your new hire isn’t left feeling disconnected.

What’s the payoff of remote onboarding?

Remote onboarding may take effort but with the right attention to detail, your integration strategy should see your new recruits working at peak efficiency meaning FM professionals learn valuable new skills that make the entire process straightforward.

If you would like to get started with recruiting for your latest job openings, find more information here: https://www.c22.co.uk/employers/
Don't forget to follow us on Facebook, Twitter or Linkedin for the latest news and updates. 


working from home

How is home working impacting mental health?

Terms such as home working and work/life balance have become part of our vocabulary. But a new survey has identified the hidden impacts of working from home on our mental health.

According to research by Office Space in Town (OSiT), most workers now favour a full return to the office although barriers remain in terms of health, wellbeing and employees feeling safe and supported at work. This is one of the challenges facing facilities management professionals as the return to the ‘new normal’ continues.

Bad for your health?

It turns out that home working could be bad for your health, with research by the British Council for Offices revealing that over half of respondents reported back, neck and shoulder pain. In the OSiT survey, 29% of respondents felt that the lack of suitable equipment was a disadvantage to home working while 64% felt their company had not offered practical health and safety advice.

But the OSiT survey also revealed the impact of remote working on the wellbeing and mental health of respondents. Almost 30% felt that one of the biggest drawbacks were feelings of loneliness and isolation, with 25% experiencing feelings of anxiety. 37% cited the inability to unplug from the work environment as a major drawback.

In fact, only 5% of respondents favoured full-time remote working with the remaining 95% ready to return to the office once a vaccine is found.

Workers Wishlist

So what do employers and FM professionals need to do to ensure that the transition back to the office can be undertaken confidently and safely?

Workers are most concerned about the potential for contamination in the office environment, with over 60% agreeing that better cleaning and hygiene measures would make them feel more comfortable. Other measures that employees expect to see are social distancing markers and the availability of masks and gloves. Sneeze screens and hand sanitizers should be available at all desks according to half of the survey respondents.

The bigger picture

The survey did manage to identify benefits to home working including avoiding the daily commute (72%) and spending more time with family (54%). However, 52% felt that working from home didn’t have a significant effect on their work-life balance and that missing out on collaboration with colleagues and dealing with distractions were major drawbacks to remote working.

It seems that the dream of working from home is unsustainable for the majority of workers, with 34% identifying a lack of dedicated workspace as one of the key drawbacks.

A professionalised environment

It seems that we actually thrive in the professional office, where opportunities for formal and informal collaboration foster productivity, community and a sense of wellbeing. The survey also uncovered the uncomfortable hidden costs of remote working where feelings of isolation, lack of dedicated workspace and uncomfortable blurring of the boundaries between work and life have created impacts that won’t disappear overnight.

The potential cost to mental health and wellbeing makes the return to the office more critical than ever. FM professionals have a key role and responsibility in ensuring that workers feel safe and comfortable when they finally return to the office. Actioning the ‘workers wishlist’ would be a good place to start while flexible working will encourage workers to return to the normality of the office.


Clean offices

How will offices evolve post Covid-19?

Creating the post-pandemic offices will take a mix of short term fixes and long term changes that prioritise keeping workers safe and healthy.

With lockdown easing, the big return is bringing workers back to the office. The challenge for facilities management is how to put hygiene at the heart of the workplace.

Reducing fear and anxiety

As a result of this unprecedented event, we’re all now hyper-aware of health risks when it comes to sharing spaces with our colleagues. A move away from the open-plan office is predicted with the implementation of sneeze guards between workstations mooted as a low-cost measure to address anxiety.

A more radical plan could be a move towards distributed offices. This involves moving away from a centralised hub to smaller offices based around teams working collaboratively closer to home. Not only could this promote a sense of wellbeing, but it also reduces the exposure to Covid-19 on public transport.

Another potential solution is to stagger the workforce, with smaller groups coming into the office at any given time and avoiding rush hour transport. This hybrid style of working between home and office could, in turn, unlock the workplace for a wider talent pool.

The office as hospital

Swapping out natural elements for non-porous surfaces and opting for materials that are safe and hygienic will be a growing influence on future office design. HVAC systems using ultraviolet light will come out into the open to give workers an immediate impression of cleanliness. And handwashing stations are expected to become the new normal with workers washing their hands as they enter and leave the space.

Hospital design is also expected to impact on wayfinding, with the focus on getting from A to B in the most efficient manner. Your office may even become more proactive in the way in which it monitors for sickness, with sensors embodied under desks. These would then alert facilities management when an employee shows signs of fever.

The contactless office

The gradual automation of everything from exercise to flight check-ins should have prepared us well for the shift towards a more contactless future. Offices that can make the switch will use smartphone technology for contactless access to the office and that first cup of coffee. Voice-activated technology will create hands-free meeting rooms, and a simple hand gesture will flush toilets and open doors.

The future is here

In Australia, Dicker Data has already bridged to the post-corona future with the implementation of huge sanitising stations and thermal body scanners. Essential onsite workers arrive in staggered shifts and extra cleaning staff ensure that hygiene standards are maintained.

In the UK, the major retailers have led the way with floor signage, queuing systems and the compulsory use of masks and hand sanitiser. So what’s the takeaway for your office?

Evolving the hygienic office

The safety of your employees is your top priority, now more than ever. The evolution of the office starts with good practice and policies driven by facilities management. Ask yourself whether employees can work from home or be split into multiple teams that work in distributed places or at staggered times?

You need to stay consistent with public health messaging and be flexible enough to create throughways and workspaces that can evolve as the pandemic continues to evolve.


How to find a new job during the pandemic

How to find a new job during the pandemic

You might be surprised to discover that a pandemic might not be the worst time to look for a new job. While some industries are having to lose workers, others are hiring. A quick search through LinkedIn or using the hashtags #nowhiring and #hiring should give you a good idea as to what jobs are around.

If you have lost your job as a result of Covid-19 or you were looking for a new role in FM when the crisis hit, don’t give up - just follow these tips for job hunting during a pandemic.

Be job search ready

Now’s the time to undertake these three essential tasks:

- Update your CV, tweaking it for any job you apply for
- Write a cover letter that gets you noticed
- Update your profile on LinkedIn

And upgrade your online job searches:

- Set job alerts
- Use relevant hashtags to search
- Organise your job search for a smoother result

Research the job market

A quick look around and at the news will tell you who’s doing well post lockdown and what sectors to avoid. Travel, food and entertainment have all been hard hit by social distancing. But food and retail, healthcare and cleaning services are thriving which could present a good match up with your facilities management skills.

For businesses that have emerged from lockdown relatively unscathed, tapping into new talent is a priority. Not only are organisations looking for more workers, but they’re looking to onboard fast, so make sure you’re available to move as quickly as possible.

Become a remote worker

Covid-19 has pushed many organisations towards a swift digital transformation, making remote working more attainable and attractive than ever. It’s a particularly good option if you’ve been cocooning or you’re uncertain about a return to your old ways of working. All you need is an internet connection to search for, and land, those work from home jobs. Try searching the top job sites for freelance and telecommute jobs. Or try some of the more niche job search sites that deal with the gig economy.

If you can work from home you may have a better chance than ever of getting a job. If you can solve an organisation’s hiring problems then let them know your most valuable qualifications upfront.

Get interview ready

The chances are you’ll be interviewed via video so take the time to get to know how Zoom and Skype work. It may be a learning curve but practising your interview techniques and the way you present yourself on camera can be critical to getting hired. Pay attention to your choice of outfit, lighting and background - Zoom lets you select a suitably professional backdrop.

Upgrade your networks

Networking doesn’t depend on face to face for success so make the most of socials including LinkedIn and Facebook. Take some time to endorse former colleagues or offer to help friends with tasks such as proofreading their CV and cover letter. You can also take the time to upgrade your own skillset through online courses then polish up your profile.

Key takeaways

Just because there’s a pandemic doesn’t mean businesses aren’t hiring. Take the time to get job search and interview-ready and remember that these are challenging times for all so be prepared for when that new job lands.


healthy offices

Why healthy offices matter more than ever

The healthy offices/building movement has been impacting facilities management for some time now. Most FM teams will be used to evaluation checklists featuring bottle filling stations and green walls alongside the more usual HVAC and lighting checks.

But in the light of the Covid-19 pandemic, the need to create safe and welcoming spaces is more pressing than ever. The challenge for facilities managers is to create healthy offices that workers will want to return to after working from home during the lockdown.

Build on good practice

Healthy workspaces will depend on the ongoing work that your team has undertaken to improve health and wellbeing and work towards sustainability. As an FM manager, you’ll be expected to have the expertise to maintain the building in line with aesthetic and psychological concerns as well as purely practical ones.

Encourage healthy behaviours

While it’s vital that the day to day evaluation of your building impacts positively on health, you need to take the long-range view and start by encouraging healthy behaviours.

Green building initiatives are no longer simply nice-to-haves. They demonstrate measurable impacts on productivity, they help to attract and retain employees and they can reduce the amount of time lost to sick leave.

A combination of features including natural and ambient lighting, greenery and outdoor access can promote happiness and productivity. Measures to encourage fitness and wellbeing could include walking trails, onsite fitness classes and accessible stairwells to encourage taking more steps during the day.

Upgrading amenities

Welcoming workers back after a pandemic, particularly those who are anxious about social distancing and hygiene, could be a challenge. Offering quality of life features and tangible engagement can help to tempt back employees who’ve enjoyed working from home.

Well planned gathering spaces with baked-in social distancing features will encourage interaction. Decor influenced by home interiors should include sofas and quiet places. Ultimately, you should be aiming to create a more flexible and agile workspace that integrates remote and onsite employees.

Communication first

In the new normal that awaits us after lockdown, communication will be central to every facilities manager’s role. Among the need for checklists and system audits, don’t lose sight of your building users and the need to educate them on the health and wellbeing strategies being implemented in the workplace.

Re-enforce the fact that these measures are designed to make their work environment both more efficient and productive while making it a safer and healthier place to be. Clear communications through a number of channels including signage, text and email will let users know what’s happening, when and why.

And by dealing with employees' concerns in a timely and transparent manner you’ll keep them reassured and engaged.

FM managers have a vital role to play

As lockdown eases and employees return to work, the healthy offices trend is bound to deepen. There will be a real need to demonstrate to employees that their buildings are safe and healthy and facilities management has a pivotal role to play in the process, whether that’s communicating critical information or enacting hygiene and social distancing measures.

Careful evaluation and thoughtful updates can help to create the kind of healthy built environments that encourage wellbeing and productivity.


man in a suit pushing a giant rock uphill

Top challenges faced by Facilities Managers

Facilities Managers might seem like unlikely superheroes but the best of them are capable of dealing with many challenges. Facilities management might be primarily concerned with keeping the built environment functioning smoothly, but if you work in FM you need to remain alert and flexible enough to deal with the latest trends.

Juggling responsibilities

Keeping on top of so many responsibilities is one of the biggest challenges facing managers. Ensuring that the built environment is functional and safe and that it meets HSE and government standards can be tough and makes FM recruitment a top priority for any business.

Changing standards

Just when you’re on top of one set of standards and regulations, the goalposts move. That means more compliance issues and industry changes to stay on top of, plus resources, staff and budgets to juggle. The way to meet this particular challenge is to stay up to speed on the changing landscape and make sure your training and accreditation are up to the job.

Ageing systems

Machinery, inventory and structures all degrade as they age. And that can lead to breakdowns, loss of productivity and threats to structural integrity. Proper budgeting coupled with planned and preventative maintenance can help to soften the blow when things need to be replaced.

Make resources work harder

FM is all about making resources work harder and more effectively, a real challenge when those resources are scarce. The pressure to perform in circumstances where budgets are stretched raises expectations that facilities managers need to find ways to meet.

Cutting costs

If FM is all about doing more with less, another challenge is to actively cut costs across facilities to increase revenues. Proactive managers can look to energy conservation and increasing the lifespan of equipment through proper maintenance. Close tracking of inventory and assets are other effective ways to control costs.

Managing security

Does your organisation have a proper recovery plan if there’s a major incident in your facility? Another challenge for FM can be coordinating emergency preparedness planning across the entire facility. These security-related responsibilities focus managers on disaster recovery planning and emergency evacuation, adding additional responsibilities to the workload.

Sustainability

As energy costs continue to soar and concerns about the environmental impact of ageing infrastructure continue to grow, FM faces an increasing challenge of adhering to an organisation's sustainability policies and finding new and innovative ways to shrink the existing carbon footprint. Reducing energy usage and finding better ways to manage waste through reuse and recycling are top priorities for managers who will also need to consider lifecycle sustainability when making purchasing decisions.

Time management

Facilities Managers can sometimes feel like being a superhero without the cape. There are a million things to do and never enough time to do them in and that’s without attending budget meetings and answering emails. Add in management concerns, employees questions and issues to be addressed and there just aren’t enough hours in the day. That makes developing effective time management strategies one of the biggest challenges facing any facility manager.

Flexibility, diligence and creativity are all qualities the best facility managers have in spades. Because the way in which facilities management faces its myriad challenges can define not only the success of the individual but the organisation as a whole, which makes a great recruitment strategy critical.


Mental health awareness week

An update from Catch22 on Mental Health

An update from the team at Catch22 on Mental Health.
On World FM Day last week, Catch 22 acknowledged what a fitting time it was to celebrate the industry and workforce on the front line against COVID-19. This week we are keen to connect with colleagues in the facilities management community to highlight Mental Health Awareness Week and this year's theme, Kindness.

The pandemic means there is added significance this year: our way of life has changed so dramatically in such a short period of time and we wanted to take this opportunity to encourage all our workers, candidates, clients and staff to think about how they can contribute. Here are some suggestions of how you can offer kindness to others.

At home and in your community:

  • Call a friend who you haven't spoken to for a while
  • Ring someone who is on their own, or video call them
  • Offer to help an elderly or vulnerable neighbour
  • Check on someone you know who is going through a tough time

At work:

  • Remember to say hi to colleagues and ask how they are
  • Offer to support colleagues who may not be familiar with technology you have used
  • Lend your ear - listen to your colleague who is having a bad day
  •  Say thank you to a colleague who has helped you

Don't forget to look after and be kind to yourself as well - it's been a tough time for everyone. Having to spend too much time at a desk and on a PC, I find being outside and walking long-ish distances with the dog helps enormously to reflect and clear the mind - you will have your own way of staying well but do consider:

  • Prioritising some "me" time so you can relax and reflect
  • Keeping to a schedule that has a healthy pattern but free of restraints
  • Learning a new skill
  • Treating yourself every now and again - you deserve it!

 

There is still so much uncertainty at the moment but all of us here at Catch 22 are committed to supporting and having a positive impact in the communities we service and the causes we support.

Be kind


New building safety standards

Are you prepared for the new building safety standards?

If you’re in facilities management, are you ready for the new building safety standards? Regulatory bodies expect the sector to be ready to undertake the remedial activity and meet compliance needs ahead of new legislation. These are the measures FM's should be considering immediately.

Building safety: measure, review, improve

Not every building currently falls under the remit of the Building Safety Regulator. Developing an asset management plan will help prioritise works in line with new best practice guidelines.

As a result of the first phase of the Grenfell Tower Public Inquiry, key recommendations and guidance have been issued for safety related measures and necessary remediation. These include:

- Removing unsafe materials
- Remediating unsafe wall systems
- Updating fire risk assessments with particular focus on fire resistance of external cladding and fire doors
- Testing fire doors every 3 months in order to confirm that self-closing devices are working correctly
- Reviewing and testing fire fighting equipment and systems
- Reviewing emergency fire procedures including personal evacuation plans for any residents who need assistance

New statutory functions and duties

The new regime will see the creation of the statutory roles of Building Safety Manager and Accountable Person. And while these roles can be performed by legal entities, competent individuals will be required to perform the BSM role. In addition, the accountability of the AP is non-transferable.

Both roles will be required to be registered with the BSR, requiring your facilities management team to have the capacity and expertise for these roles.

A competence framework for the BSM role has already been developed. But your FM team will need a person with the skills and expertise to meet the specified competence requirements.

It’s well worth investing in upskilling and training for your entire team to raise awareness of the new liabilities and responsibilities. You’ll need to have sufficient funding and resources available to build the competence and capacity to fulfil the new statutory requirements.

Systems and information

- Sufficient information will be cascaded to the relevant people. They will then plan and implement actions that can be measured and evidenced to demonstrate that they meet the needs of the new regulatory body
- New information requirements include the safety case for fire and risk management, the digital ‘golden thread’ of building info and the emergency services information box.
- The implementation of a clear engagement strategy for residents and building users. This should include relevant fire safety information

If your FM team isn’t yet engaged in an information-gathering exercise, this is the time to start. You should also revisit or start developing and implementing an engagement strategy that meets the requirements of the new regulations.

Stay up to date

It’s vitally important that your facilities management team stays up to speed with all the developments as the new regime is implemented. The initial focus will be on structural and fire safety in all multi-occupied buildings exceeding 18 metres or six storeys.

Facilities management teams in the sector will need to focus on developing capacity and skills, engagement and information gathering exercises before the full implementation of the new regime.