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Is recruiting like an Easter egg hunt?


 

Wonder why you are always recruiting? Why does it seem that all the great candidates are working at one of your competitors? Hmmm? Is your foundation for attraction and retention well built?  Love the saying "if you build it they will come"?  Well for a property management company that translates into how's your company culture, reputation, benefits and much more.  To get the golden egg, your nest must be in order.
Let's discuss what you can do to find the golden egg.

 

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Removing Barriers and Increasing Collaboration to Foster Employee Growth

It has always been important to me to have defined pathways for our people to seek out growth opportunities that would still allow them to stay within the NTS family and within my portfolio.  In having that become a reality, some of the old rules had to be thrown away, barriers removed, and a greater collaborative effort invoked at all levels.   Each time a new player is introduced to the portfolio or is promoted to a new position, the dynamic changes.  There is a window of time (approximately 90 days) where that new player is still in the mindset of a “consumer”.  As a consumer, he or she learns their new role, new skills, expectations, where they fit into the team and what they bring to the table from a contribution standpoint.  This is where ALL of the best feedback comes from!  It is the ‘open minded’ period before someone has looked behind the curtain and seen the Wizard, so to speak.   In being willing to modify training and job tasks associated with any one position, we open the door to fluidity between levels of skills in any position.  For example, a new leasing associate who is also a fast learner and a good multi-tasker may soon learn how to post rental payments (typically the task of the Assistant Property Manager).  This allows them to contribute to the team at another level, feel trusted and invested in by management, and become goal oriented toward their next training initiatives.   I encou......
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Building an Employee Roadmap for Developing Future Talent

I recently had some in-depth conversations with multifamily leaders on the subject of building a company's "Bench Strength" of future superstars ready to take the reigns, leading up to Rommel Anacan's webinar on "Leaders Building Leaders" (which I highly recommend).  I asked Stacey Pichette, Property and Operations Executive at Enclave Properties, about career roadmaps and grooming future leaders.  Here is her response: Many larger property management companies do have a set road map for career progression. This will start with becoming a successful leasing agent as we all know that leasing is one of the most important tasks that we do. I personally believe that all team members participate in the leasing process. After an employee has shown a strength for leasing and customer service, typically 1-3 years depending on the employee, we would begin teaching them about financials. Specifically, working within the set budget and learning more about the "bottom line" or return on investment. After an employee understands the financials, and is able to maintain their leasing expertise, a job sharing experience should be introduced. Many office workers have no idea what it is like to be a groundskeeper, maintenance technician, or property manager. Spending one on one time with other team members generally brings the whole picture together. When spending time with the property manager, I would emphasize the importance of interacting with the property owners because if the owner isn't happy, no one is happy. In my experience, the easiest way to make and keep an owner happy is......
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Build Longevity in Multifamily

To those peering in from the outside, the apartment industry might appear fairly straightforward with a short list of potential career opportunities. Essentially, your only options are leasing agent or community manager, right?   In an effort to recruit fresh talent and retain high-performing associates, the industry has worked diligently to erase that misnomer. The multifamily industry is actually a diverse field with a wide range of employment options and growth opportunities, ranging from the aforementioned onsite associates, operations, maintenance, IT, marketing and beyond.   As the industry aims to incorporate and retain talent, part of the challenge for apartment operators is to communicate the merits of multifamily to prospective newcomers. Another is to genuinely demonstrate the attributes of the industry and provide a clear path for growth to new associates. Not everyone realizes the multifamily industry is able to provide true careers. Here are a few ways to ensure that you are providing new team members with the tools for success and increasing your chances that they will remain with your organization.   Provide proper training There is nothing more intimidating to a new associate than being thrown into the fray without clearly defined duties and without much background on how to perform those duties. On the flipside, no one wants to feel too coddled. Strike the balance that will give new team members the resources to succeed and enough knowledge for them to apply what they learn to new ideas or initiatives. Whenever you implement a new software sy......
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Common Sense is Not a Training Tool!

Common Sense is Not a Training Tool!
I will start with the obvious-common sense is NOT common. Some of you think the toilet paper roll should be facing up while others of you think it should face down. Some people swear by a low-carb high-fat diet, while others think fats will kill you. In Hawaii (where I am from) it is considered rude to wear shoes in someone's home-in other parts of the country it's considered rude if you take them off.  Some people love Coke Zero while others love Pepsi Max. (The Pepsi Max people are wrong, BTW.) Just. Kidding.  Common sense doesn't work! Since common sense isn't common and we all actually have different ideas of what "common" is you cannot rely on common sense to be the main way you train and equip people for success. Here is what I mean by this-when you rely on someone to intrinsically know what you mean when you tell them to give "good customer service" or to make "good decisions" or to respond "well" to that negative review on social media, that is relying on "common sense." Then when someone doesn't give good customer service, or make a good decision or responds poorly to a bad review, you might then get frustrated at them for not having sense enough to do whatever it is you felt they should have done in the first place; "You have NO common sense??? What is wrong with you???" Does this sound familiar? The More Effective Way You need to give your people a clear roadmap......
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5 Steps to Managing Your Personal Reputation

5 Steps to Managing Your Personal Reputation
I’m a Fixer.  That’s what I do.  I help organizations uncover what their employees and customers are feeling and I show them how easily things can be turned around, if needed.  In this day and age of social media, people who are unsatisfied have the ability to vent their frustrations to a global audience.  And they can do so anonymously.  No longer are conversations about poor service, indifference and disappointment only shared in person, these stories are now being told worldwide, and to anyone willing to listen. Reputation management is mostly regarded as a business practice.  A simple online search of the term yields millions of articles and infographics offering tips on what can be done to repair the damage; there are even services for hire that will monitor, and in some claims, suppress negative information.  But what about managing your personal reputation?  Whether verbal or in thought, does the mere mention of your name create a positive or negative reaction? “You know Mary?  I agree she is pretty awesome. “ “You know Mary?  Isn’t she horrible about returning phone calls?” In the movie, “What’s Love Got To Do With It”, the only thing Tina Turner wanted to keep after her divorce to Ike Turner was her name.  Not the money, the houses or other material possessions…just her name.  She believed her name was all she’d ever need to regain the other things she was giving up.  Her name was synonymous with labels such as superstar, consummate professional and incredible talent, among others.  So ......
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Developing a Leadership Culture | Part Two "Apples"

Developing a Leadership Culture | Part Two "Apples"
Fourth grade was a particularly rough year for me personally. My father had remarried and things with my (then) stepmom could get rocky at times. We were all learning how to live together as a new family and to say that it wasn’t always smooth would be a massive understatement.    I also had to deal with a recurring bully named Cody and one of the meanest teachers that I have ever had-who was a never ending source of anxiety, as I wondered when I would get yelled at for something…anything…even when I (or any other student) didn’t deserve it.    Then-there was Mrs. Abraham. Thank goodness for Mrs. Abraham!    No matter what I was going through, Mrs. Abraham loved me. She noticed me. She spent time with me. She hugged me when I needed it and she corrected me when I deserved it, too. She told me (repeatedly) that I was special and destined for great things.    In looking back I knew two things about Mrs. Abraham…that I was safe with her and that she cared about me. I felt like the apple of her eye and that was such a good feeling…especially during that season in my life, when I wasn’t so sure that I was anyone’s “apple.”   Is it any wonder that more than 30 years later I still remember her with great fondness?    Find the Apples   I’m sure that you have your own “Mrs. Abraham” story in your life, which means that you can relate to how it ......
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Developing a Leadership Culture | Part One

Developing a Leadership Culture | Part One
I recently watched an Oprah Winfrey show with Iyanla Vanzant on the epidemic of fatherlessness in America. If you watched the show you know just how powerful it was to see an audience full of men, who had grown up without a father, still trying to learn and discover what it means to be a man, without having the benefit of their own dads guiding them on their journeys.    In many ways I’ve come to realize that leadership works the same way. Here is what I mean...   How many of you have run into “leaders” that were just obnoxious? People who felt that leadership was all about barking orders, pointing fingers, controlling everything, taking credit and just being the “boss.” Ever worked for someone like that? Did you enjoy the experience?   Other leaders kind of drift through and follow the path of least resistance. These are the folks that seem to avoid taking a stand, making the tough decisions, and/or doing anything that could alienate the people they lead. When you run into these leaders, don’t you want to scream “take charge!”?    Think about your first managerial job for a minute; were you mentored into what leadership really meant and how you were to use and exercise the authority you were given? Or were you simply given a key, the alarm code, the combination to the safe and a new set of instructions and procedures to follow? In other words, were you simply expected to just naturally know how to be ......
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