As the US economy opens back up from the pandemic, many employers are finding it difficult to fill positions to meet demand, especially for openings for maintenance technicians and facility managers. The shortage of skilled workers didn’t occur overnight. In fact, it has been decades in the making, which we will explain in a moment. But the pandemic and subsequent reopening certainly has exacerbated those conditions, and the talent gap continues to grow.
Employers shouldn’t lose hope though. There are skilled maintenance technicians, facility managers, and janitorial workers out there who can help them run their facilities. We will explain why there is a shortage for these positions, and why employers may want to consider outsourcing to ensure their buildings look pristine, run properly, and deliver a positive experience for anyone who enters through their doors.
Why are there fewer maintenance managers and technicians in today’s labor pool?
Many of them are retiring
The average age of maintenance and repair technicians is 46 years old, and by 2031, every Baby Boomer will reach retirement age. Many of the best maintenance technicians learned a trade early-on and stayed in the field for the entirety of their professional careers. They became experts in performing maintenance and repair tasks required in operating a building through experience and ongoing education on the job. When they retire, they take their knowledge and expertise with them. This would be fine, but there is one major problem.
There isn’t a younger generation of maintenance managers and technicians to replace them
Industry professionals point the finger at many factors that have reduced younger people’s interest in learning a trade or entering the workforce as a skilled worker. One was the push for everyone to go to college after high school. The idea was that a person needed a four-year degree to get a well-paying job that would afford them the big house and white picket fence.
Fewer high school graduates entered technical programs as a result that would have taught them the skills and techniques needed to succeed in a maintenance technician role. The industry has had significant difficulties changing this mindset and adapting to shifting priorities of younger people, and, consequently, there is a shortage of younger maintenance technicians.
Another factor is budget. Facility managers are constantly being asked to do more with less, and deferred maintenance is an ongoing issue for facilities. Tighter maintenance budgets mean companies may not offer the compensation and benefits one would expect for a skilled worker with expertise in various trades.
Technicians may also be asked to work in an outdated work environment that does not provide the best possible working conditions. As a result, they move on to other professions to earn higher pay and better benefits without fear of getting injured or worse.
Finally, technology and processes are constantly changing, making finding maintenance managers and technicians with the technical skills and knowledge required for the position more challenging. Many companies are discovering that the hiring process for these roles often becomes a crapshoot. This stems from rapidly evolving technology and fewer talented people enrolling in technical schools or getting trained in an in-house program to diversify their skills and knowledge.
What is the best solution for companies looking to hire maintenance managers and technicians?
A complex problem doesn’t often have a simple solution, and the maintenance staff shortage is no different. A company could offer higher wages and modernize the work environment, but this would require significant investment and an increase in its maintenance budget. Many companies are unable or unwilling to do this and prefer to allocate those funds towards other parts of their business.
A company could also develop more in-house training, but creating such a program takes time. While it could be an excellent long-term solution, this does not help with the present when the economy is growing, and there is a lack of skilled managers and technicians to go around. Supply and demand means that the available ones will expect more in salary and benefits, pricing some companies out of the market.
What are the benefits of outsourcing these roles to a third-party provider?
In the past, we have made a case for outsourcing facility services. Yet, now the case is even stronger because of the urgency of the situation. Maintenance managers and technicians are aging out, and there aren’t enough younger workers to replace them. The economy is growing, but the industry can’t keep up, making it impossible for companies to support their growth and maintain a high standard of performance when equipment goes down.
The pandemic has also changed our behaviors and attitudes on hygiene and cleanliness in the workplace. Companies need the maintenance staff and procedures to adapt to these evolving expectations.
Outsourcing to a reputable third-party provider specializing in facility management and janitorial services checks all of the boxes and allows companies to find skilled maintenance managers and technicians.
Professional Trained and Skilled Workers
There is no longer a crapshoot when it comes to hiring. The third-party provider will have already vetted anyone assigned to the company, and there is a backup plan if something goes wrong. The provider will likely already have in-house specialized training and some kind of mentorship program that ensures their staff has the expertise and is ready to fulfill the responsibilities of the positions on Day One.
Flexibility and Guaranteed Labor
If there is one thing we have learned from the pandemic, the most successful companies have to be flexible. Outsourcing allows companies to scale their maintenance program to meet the current needs and demands of their environment. If there is an escalated event or disruption of some sort, they can respond faster and reduce any adverse issues that stem from the event. Outsourcing ensures companies can meet the moment.
Cost-Savings
We said above that maintenance budgets are getting slashed as companies try to stay on top of a hyper-competitive business climate. Budgets may go down, but quality cannot, which isn’t sustainable, especially when you consider that any deferred maintenance could end up costing a company many times more if things start to need to be replaced rather than repaired.
With outsourcing, companies are not paying for employee salaries, benefits, or even training. They receive specialized services from trained experts and pay a significantly less fee than what they would pay for the same quality from an in-house team.
Adapt to the post-pandemic economy with Berman
Outsourcing is not the only solution, but it may be the best solution for you now as the economy reopens and companies around the country face a labor shortage. We encourage you to contact us today to learn more about our facility management, janitorial, and 24/7 repair services. With Berman, you will have a partner who will help you grow and create the best possible work environment.