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One Size Does Not Fit All When It Comes to Employee Turnover

Pay increases. Referral incentives. Expanded benefits. Apprentice programs. Signing bonuses. Our managers and human resources teams have been working so hard to find, entice, and secure applicants and new hires. The labor shortage is being felt in every market, and short-staffed teams are doing their best to carry on. While it’s important to continue to be creative and support the hiring process, it’s equally important to be mindful of your current team and all that they are doing to manage your business. According to the Q2 2021 Swift Bunny Turnover Report, the average overall employee turnover was 47%, with some maintenance and leasing positions exceeding 50%. While all employee categories represented by the Swift Bunny Index agreed they would like to see improvement in compensation, incentives, and advancement opportunities, there were some differences in what mattered most to Maintenance Team Members and Leasing Team Members. Maintenance: What Matters Most Service team members shared that they generally enjoy good relationships with their co-workers and feel like they know who to reach out to when and if they need assistance. However, a consistent source of frustration is a sense that their contributions are taken for granted and are not recognized or appreciated. This lack of perceived value is reinforced when they are left out of internal company communication or when they have to wait days or weeks for a response to a question or request. What you can do: Say thank you. Acknowledge the critical contribution the maintenance team provides in their serv......
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Is your team aligned?


Can you tell if your team is aligned?

Just because you have formed a team that does not mean that they are highly capable of working together to produce stellar results.

Your team is giving you cues. Learn what the indicators are that you need to be cognisant of. 

 

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Why 1 in 4 On-Site Managers May Leave Their Companies in the Next 12 Months

                   While the rental industry has been brainstorming new and better ways to find or retain Maintenance Techs and Leasing Professionals, a new threat has been silently growing with very significant reach. Over the past year, our employee engagement data has shown On-Site Property Managers’ intention to remain with their company slowly shift from “Very Likely” to an increasing response of “Neutral,” and “Unlikely.”  This rising level of uncertainty is certainly understandable. Since March 2020, On-Site Managers have dealt with new and changing situations on a daily basis, with no frame of reference or past experience to draw from. Not only did community offices close, requiring a sudden shift to a remote workforce, but policies, procedures, and processes had to be created and rolled out guiding everything from which service requests the maintenance teams would be allowed to address, to amenity shutdowns, to disinfection requirements, to Personal Protective Equipment (PPE) procurement, to rent collection and notice restrictions, not to mention the management of a stressed-out team, increasing resident calls/complaints/concerns, skyrocketing package management, etc., etc., etc. It’s been a year, to say the least. While there has always been a segment of managers who are unsure about their likelihood to remain with their company, that number has typically hovered around 12%, with one or two percent expecting to depart in the next twelve months. In 2020, however, that uncertainty increased to 15%. Unfortunately, five months into 2021 the numbers are looking even more bleak. 18% of On......
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Negotiations can by sexy! Get the compensation you deserve.


Negotiating your compensation is so important to your career and confidence.

 

Do you ask for what your worth? If you do not negotiate you are leaving money on the table.

Do you ask for more PTO or holidays? If not, why not?

 

Ladies, historically you negotiate better for the company's behalf. But tend not to ask for what you deserve. We need to change that.

There is an art to negotiating. Join me to learn what you can do to better position yourself to get what you deserve.

 

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Talent replacement costs more than $$$. Did you know that?


The cost of employee turnover has a financial cost, but the intrinsic cost can be even greater. I believe that if you put people first your results will follow. There are simple solutions that you can put in place to reduce turnover and engage with employees.
With a holistic approach, we can hit on areas that employees crave, create pride and be known as an employer of choice. Not only will this reduce your turn & costs, you will recruit & retain a higher level of talent and outperform your market.
 
 
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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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Having a hard time stopping the employee revolving door?


Unfortunately, many companies have high turnover. I have seen this time and time again. Employee satisfaction is one of the first things that I look at to set a company up for success. Have you been paying attention to key indicators that your employees value in choosing and staying at a place of employment? In this video you will learn some of the common areas that cause employee turnover. Let's engage our team members and reduce turnover.

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Is Responding to Your Co-Worker’s Email Really Urgent? Here’s the Tea

------ We’ve all been there: a resident or client has a time-sensitive or decision-influencing question, and we realize a co-worker or different department holds the answer. We send an email requesting the information, and then… we wait. If we’re lucky, the response comes right away, but many times it can be hours, days, even a week or more before getting the answer we need. And until that response comes in, our work idles, our resident or client goes unsatisfied, and we may become increasingly anxious or frustrated by the delay. Is it unreasonable to expect a prompt reply to an email? Let’s explore. Our employee engagement surveys ask employees to what extent they agree with this statement: "Issues I raise are responded to within 24 hours by my supervisor, peers, or other departments." Depending on your role within a property management company, the experience can be quite different. According to the 2020 Swift Bunny Index: 83% of Corporate Operations employees (executives, director-level, department heads) agreed that they receive responses within 24 hours. However, the rest of the organization has a very different experience. Here’s the breakdown for everyone else: Only 59% of On-Site Team Members (Management, Leasing, Maintenance) and 57% of Corporate Support Services (Accounting, Marketing, Human Resources, IT, Administrative staff) agree that they receive a response within 24 hours. But this begs the question, is 24 hours a reasonable time frame to expect a response from a co-worker? For this, I posed that very question in Multifamily ShareSpace on Facebook t......
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Yearning for a More Positive and Productive Multifamily Workplace? Try These 3 Communication Strategies

Yearning for a More Positive and Productive Multifamily Workplace? Try These 3 Communication Strategies
Good communication is the hallmark of a respectful and productive workplace. It can also be frustratingly hard to accomplish. Multifamily supervisors are reporting higher than normal levels of incivility in the workplace these days—not surprising, when you consider how stressed out and uncivilized the world at large is today. Here are three strategies for leaders to consider in order to strengthen their workplace relationships. Stop Talking and Start Listening As a multifamily supervisor, you likely have to do a lot of talking. Your team members need direction and guidance, and decisions must be made. However, be careful of dominating workplace conversations to the extent that employees’ perspectives aren’t being heard. To be an effective leader, strive to listen at least as much as you speak. Here are some ways to get your associates talking. Allow team members other than yourself to lead the weekly staff meetings; consider setting up a rotation so everyone who is interested gets a chance to lead. When someone raises a question in a meeting, invite others to weigh in before you. Hold regular one-on-one meetings with everyone you supervise to encourage open communication. Make a point to connect with everyone you lead on a daily basis, even if it’s only for a quick conversation, email, or text exchange. Conduct frequent, confidential surveys so employees can offer candid feedback without fear of reprisal or judgment. And importantly, empower employees to speak up regularly by acting on the concerns they share. Only then will your team members see the val......
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Diversity and Inclusion is More Than an HR Initiative

  Over the past several months, there have been many articles, forums, discussions, focus groups, and webinars on the need for more diversity and inclusion in every aspect of our business. And while there have been many valuable points made and practices shared, there are three themes that have particularly stood out to me. 1. Diversity and Inclusion is not an HR initiative. I really appreciate hearing the clear stance that diversity, equity, and inclusion is NOT simply an HR initiative. I absolutely agree that it's not. It's a company value that can only be successful when it begins with executive leadership, whether that means the owner, CEO, president, or leadership team - it starts squarely with them. Based on a recent Swift Bunny Employee Engagement Study, out of the Top 10 things that matter most to employees, the 3 common topics that are shared between Corporate, Regional and On-Site employees are:   Senior management creates a positive work environment  I respect senior management  Senior management has communicated a clear vision for the company  How executive leadership talks to, talks about, includes, encourages, promotes, challenges, and values each employee is noticed and emulated. Diversity and inclusion begins with them. Human resources certainly manages many key aspects, but their work will never achieve real and enduring change without action from the top. 2. The Importance of a Diversity and Inclusion Employee Survey I've been very impressed and heartened at the number of multifamily companies who are considering or have already rolled out a Diversity......
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