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Brent Williams' Apartment Blog

Thoughts, comments, and ideas about the overall multifamily industry, as well as a property-specific focus on resident retention and apartment marketing.

The Top 10 Reasons a Leasing Professional Quits

A few weeks ago Suzanne Hopson asked a great question on the Multifamily ShareSpace - What do you think the top reasons are that leasing professionals quit? 

There were so many great responses that I decided to showcase my personal top 10 favorite comments for why leasing consultants walk out the door.  Enjoy, and feel free to add any additional in the comments!

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Lots of smart replies! The 'nowhere to move up', 'salespersons don't always make good managers' and 'having to work weekends' and poor bonus/pay systems are all an issue. When you employ a great leasing consultant they are worth their weight in...

Lots of smart replies! The 'nowhere to move up', 'salespersons don't always make good managers' and 'having to work weekends' and poor bonus/pay systems are all an issue. When you employ a great leasing consultant they are worth their weight in gold. Create a "Senior Leasing Consultant" position, train them as mentioned in other posts, pay them more. Finding and keeping superstar leasing associates has been an issue the entire 50 years I have been in this industry. It one of the greatest weaknesses in our industry.

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  Anne Sadovsky
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I am a HUGE fan of this idea, Anne!

  Brent Williams
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All of the reasons mentioned above basically sum it all up. When I see the title "Leasing Professional", a question comes to mind. Are they paid, treated, offered advancement and growth opportunities that a Professional should? I think many...

All of the reasons mentioned above basically sum it all up. When I see the title "Leasing Professional", a question comes to mind. Are they paid, treated, offered advancement and growth opportunities that a Professional should? I think many Managers don't credit their Leasing Professionals for what they really bring to the table. They are the front line and often times the last line to turn those prospects into residents for their companies. Managers are given the "pat on the back" for a the properties success as a whole. How many times do our Leasing Professionals receive that? More importantly, do they get that from higher levels of Management? I think they should more often than it actually happens.

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  Beth Tody
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After almost 30 years in the industry, I have ALWAYS maintained and said: "A leasing professional is the front line, they are the FIRST impression a prospective tenant has when visiting your community. They are representing an owners...

After almost 30 years in the industry, I have ALWAYS maintained and said: "A leasing professional is the front line, they are the FIRST impression a prospective tenant has when visiting your community. They are representing an owners multi-million dollar asset AND management companies reputation". They should be well trained and compensated to represent an asset when the financial impact and companies credibility are at stake. It's not just about leasing up an apartment community, it's also about giving your front line "first impression" representative the tools, training and the incentive to enable them to continue maximizing your asset's value and your company's reputation. ALSO, to help retain them in the position or your company where they excel at making your community and company succeed and stand out. I've personally experienced and been told some horror stories about a leasing professional being thrown into a position with a "sink or swim" mentality. Don't do that to your company or your owner! Involve them more in management information about decision making and financials. Plus, if your management team is lacking, take action to improve them, or remove them. Because this is certain death to a great leasing team. If a manager(s) feels threatened by the staff they oversee, they need to recognize that is absolutely the wrong attitude to have and they need to straighten up, step up their game or step aside. Each of us can learn from the other, even others under us. Feeling threatened or taking retaliatory action against their subordinates because of their ability to excel, succeed or out shine their co-worker is utter childishness and petty, and should never be tolerance in the work place. We are all on the same team.

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  Robin Jones
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Management does make a HUGE difference. I work for a smaller company and I was 4 years into leasing, had always maintained 99% occupancy with an AMAZING manager and regional who made me feel like I was their little sister. They taught me so much...

Management does make a HUGE difference. I work for a smaller company and I was 4 years into leasing, had always maintained 99% occupancy with an AMAZING manager and regional who made me feel like I was their little sister. They taught me so much and believed in me. I LOVE leasing and was never interested in moving up so I came to dead end. The challenge was gone. I LOVE my company and our product but I wanted more...I didn't want to work for another company because of the closeness and love I got from my work family. Talking with my manager, regional and VP- I voiced that I wanted more but I didn't know what to do since I didn't really care for the assistant position. Not my jam! The saying "everything happens for a reason" is exactly what happened with my next step in Multi Family. My owner decided to sell the property I was at- first time ever! Though unfortunate (it's like giving your baby up for adoption), they promoted me to the Leasing and Marketing Director for our whole company! I bleed leasing and I am loyal to my company (8 years in) I am thankful everyday for the opportunity. We just promoted two leasing agents to assistants, so we are all about promoting with in. Sometimes they go another direction and that's ok, as long as they have gained knowledge from working with us and felt the same love I always have had!

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  Brittany
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Fascinating discussion. We've been examining the causes of employee turnover here at Swift Bunny and here's some data from confidential employee surveys that you all may find interesting. According to the 2020 Swift Bunny Index:
- 46% of on-site...

Fascinating discussion. We've been examining the causes of employee turnover here at Swift Bunny and here's some data from confidential employee surveys that you all may find interesting. According to the 2020 Swift Bunny Index:
- 46% of on-site leasing team members reported that they are not notified of advancement opportunities, or they're not sure if they were notified or not. So -- almost half of leasing pros are feeling uninformed about opportunities to move up.
- 41% of on-site leasing team members reported that they do not have a clear understanding of their career and/or promotion path, or they are unsure about it. Again, that's nearly half of our leasing pros who are very fuzzy about what the future holds for them at their company.

I hope these stats are helpful!

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  Kara Rice

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