Clearly define and baseline your sourcing spend categories.

Leverage expertise and the resources and tools of one of the world’s leading supply chain Universities.

Measure the impact, dependencies, and risks associated with each category spend, the criticality of the work, and the potential to create value / mutual gain.

Use five established steps to assess and understand what is holding back your relationships.

Co-design the right contract. Simple transactional contracts don’t work in complex strategic relationships where the future is uncertain, the parties are highly interdependent, and trust, transparency, and flexibility are required.

Gross Rent and fitout associated depreciation costs can equate to 80% of your occupancy spend. So, you need a detailed and holistic understanding of all properties within your portfolio.

Assess your critical dates, market rents, and key events. Identify prospects for value creation and options to mitigate or transfer risks to parties better able manage them.

Evaluate demand, supply, density, occupancy rates and utilisation, and ensure that your real estate holdings are strategically aligned, efficient, and fit for purpose.

Verify and clearly understand your rights and obligations under leases, licenses, and other real estate interests and structure your transactions and lease management terms to make informed decisions quickly.

Regularly measure and analyse the performance of your real estate assets to understand the levels, trends, linkages, and benchmarks of your portfolio and ensure results contribute positively to your overall strategy.

Clearly define desired outcomes for each role within your real estate, facilities, and workplace portfolio. Create the optimal design for your operation, identify the capability and capacity you need, and the source – insourced, outsourced, out-tasked – of your team.

Use comprehensive, prioritised, action-oriented position descriptions and allocate accountabilities to ensure work flows quickly to the person best able to manage it.

Implement a robust system for evaluating employee performance, setting clear targets, and providing regular feedback to drive continuous improvement and accountability.

Ensure your remuneration, reward, and recognition programs attract and retain talented people you need.

Enhance employee retention, productivity, culture, and leadership and foster individual growth, skill enhancement, networking, confidence, and job satisfaction.

Prioritise people, not property. Create the optimal balance between service quality and asset quality and deliver the occupancy outcomes you need.

Easy to say; hard to do. Most people focus on measuring minutiae. Instead, agree on five clearly defined outcomes for your occupancy. Each outcome should have no more than three directly linked metrics designed to solve problems at the highest level.

Set higher level tasks and requirements (but not extensive detail on how the work is to be performed) and allocate workload accountabilities for subject matter expertise.

Build a map. Understand where you are, where you’re heading, and identify and quantify the timing, challenges, options, and opportunities you will face in delivering excellent outcomes for your occupancy portfolio.

Foster innovation, efficiency, and engagement for your organisation and empower, engage, and develop your people.