This is an AWESOME topic to discuss. After reading this I am a firm believer in the concept of best person for the best position. Longevity definitely supports the idea of loyalty but that's it. Ideas, initiative, passion and productivity should outweigh seniority. When seniority is partnered with years of high performance then there is no way of combating this but when we get into the thinking of "next in line" then we lose the whole purpose of our industry. Managers should be able to push our industry as innovative thinkers, motivate a team and progression for their company. If this is not the case the whole "seniority" concept goes completely out of the door. As every other industry continues to grow so should the single/multifamily industry and the people as well. Individuals are in charge of their own personal growth and success so the entitlement mindset is detrimental to any companies advancement.

Yes, you will get flack for this post, but yes, you are completely right. I have heard so many sob stories in my day from those who didn't get promoted but didn't do anything to warrant the promotion in the first place. I personally find some value in seniority, but I find much more value in actual results.

Since 95% of my high school lives within 15 miles of where they grew up (a fact learned by handling the reunion) there are other factors at work here. I have lived in seven states and amazing cities that I think produced more knowledge and well-rounding of experiences. Call is a gypsy-spirit, adventurous or what it really is - PERSONALITY. Most property management employees leave because of an inferior supervisor. Rock star employees stay for their own reasons but would be remiss not to reach for a higher star, better job/promotion or larger company with more opportunities. Hostile work environments promote movement, as well. What I see going on is people trying to hold on to their jobs in an downed economy. Interesting article Brent. Why don't you write one on outing an average supervisor or hostile work environment next?

Couldn't agree with you more. Seniority is irrelevant without a history of perfmance, talent and ability. No one "deserves" a promotion but many people are given one by management who confuses seniority with performance.

So far...No flack! And why should there be? We see this a lot in our industry! We call them skaters! Then again Woody Allen said, 80% of life is just showing up! But he didn't say anything about leaving early and long lunches. This kind of behavior does nothing for the staff except show a poor work ethic example. Thanks for posting this. It's far over due!

Dear Brent, you hit the nail squarely. I have been in the business for 40 years and have been amazed at the frequent sentiments that seniority is a path to promotion. Performance is the key and in concert with senoirity it works career wonders. In addition, there is benefit to reputation and if a downsize occurs, you are off and running. And I tell my folks, performance is not just about numbers, it is about leadership. You don't have to be a manager to lead-- try leading by example.

I totally agree with you! Promotion should be based on factors other than seniority! I was in a situation really early in my career. I was 22 and woman 10 years older, who was hired the same day as I was, was promoted to head of our department when our supervisor left. She neither had the skills or the ability to do everything that I was doing. In other words I was doing more than twice the work in the department than she was and she got promoted over me and became my supervisor! This did not work well and soon our Director split the department and gave us each our "case load" and responsibilities. I know longer had to answer to someone who didn't know how to do what I could. It showed in our lease ups each month! I filled my Section 8 Certificates usually a month sooner than she did!