High turnover rates, burnout from juggling more responsibilities with fewer hands on deck, and fierce competition for top talent amid skyrocketing payroll costs are hitting our industry hard. In a tech-driven world where roles are evolving faster than ever, it's not just an operational headache—it's a threat to the heart of what makes our properties thrive: our people.

But here's the good news: We've got the tools to turn this around. Drawing from my own journey in industrial and organizational psychology (PhD in hand) and years facilitating training and behavioral change at organizations like Alliance Residential—where I helped slash turnover by 25% through targeted leadership workshops—I've seen firsthand how proactive strategies can rebuild resilient teams.

Here are three actionable steps to tackle retention head-on:

Invest in targeted training and upskilling: Don't just hire for skills—equip your team to grow with the role. In my work rolling out new software at multifamily firms, I designed bite-sized, psychology-backed programs that boosted proficiency to 95% while fostering a sense of ownership. Result? Teams felt empowered, not overwhelmed.

Prioritize emotional intelligence and well-being: Burnout thrives in silos. Lead with empathy—regular check-ins, mental health resources, and diversity-focused initiatives can transform culture. At Grand Canyon University, these approaches not only reduced voluntary exits but sparked innovation in how we handled change management.

Build a feedback loop for continuous growth: Make retention a conversation, not a checklist. Anonymous pulse surveys and mentorship pairings have been game-changers in my coaching sessions, helping leaders spot burnout early and celebrate wins. It's about creating belonging, which directly ties to lower costs and higher engagement.

You're not alone in this—multifamily is resilient because we are. What's one retention win you've had lately, or a challenge you're facing? Share below; let's swap ideas and lift each other up. hashtag