A few weeks ago, I was impacted by  layoffs at my previous company.

It's the kind of shake-up that makes you pause and reflect, not just on your own next chapter, but on the bigger picture and the state of the industry as a whole.

In my case, that reflection and my ongoing job search brought me back to a challenge that's been around since my days as a leasing agent:
👉 Hiring onsite teams.

Property management companies are still struggling to fill maintenance and leasing roles. Talent churns faster than it can be onboarded. And meanwhile, a whole new generation of potential workers Gen Z, and soon Gen Alpha is entering the workforce.

I recently read an article about Gen Z students choosing trade schools over traditional colleges.

So with so many eager, purpose-driven individuals out there why are these positions still sitting empty? 

These Generations Aren't Avoiding Work—They're Avoiding Meaningless Work

Here's the thing about Gen Z and Gen Alpha: they're not lazy, they're value-driven.

They've grown up in a world that's volatile, online, and hyper-aware. They value:

• Emotional health
• Identity freedom
• Inclusivity
• Purpose in their work

Many are choosing trade programs and nontraditional paths over the classic four-year degree. They're questioning hustle culture and seeking jobs that align with who they are—not just what pays the bills.

That mindset shift should actually be good news for multifamily.

Maintenance techs and leasing agents do deeply meaningful work.
They solve real problems. They help people find homes.
They're the heartbeat of every community.

We just haven't been telling the story that way.

What Gen Z & Gen Alpha Want vs. What We're Still Doing

 What they care about:

• Growth and learning opportunities
• Work environments that support mental health
•  A clear sense of purpose and impact
• Digital-native communication (not clunky job portals)
• Representation and authenticity in employer branding

What we're still doing:

• Posting dry job descriptions on outdated job boards
• Offering dead ends instead of mentorship or career paths
• Focusing on tasks instead of highlighting impact
• Ignoring platforms like TikTok, YouTube Shorts, and Instagram Reels

It's Time to Rewrite the Playbook

If we want to fill roles with the next generation of workers, we need to meet them where they are—and speak their language.

That means:

• Lead with values, not duties.
  Start job descriptions with why the role matters not just a bulleted list of tasks.
• Highlight real stories.
  Showcase actual Gen Z team members on video. Let them explain what they love about their jobs.
• Create visible growth tracks.
  From apprentice to lead tech. From leasing agent to regional manager. Make career paths clear and compelling.
• Use the right channels.
  • Reels > PDFs
  • Text > Email
  • Purpose > Paycheck

A New Kind of Workforce for a New Kind of Industry

The multifamily industry is evolving. Technology is changing how we lease, maintain, and engage. Residents are more diverse, more digital, and more vocal than ever.

If we want onsite teams who can keep up and even lead the way, then Gen Z and Gen Alpha aren't a challenge to fix. They're a solution waiting to be invited in.

We just need to stop calling them lazy… and start calling them our future.