There is a certain disruption occurring in the workforce today with the prevalence of social media and the ability for a single person to reach a vast audience through various platforms in a relatively short amount of time. Employees are able to post, snap, tweet and share their thoughts, opinions, and experiences regarding their employers instantly, which can have a major positive or negative impact on the reputation of their employer.
Companies have been measuring resident satisfaction for years and the leading indicator for organizational success is the link between employee engagement and the resident experience. Employees are presented with hundreds of opportunities each day to be their best, but it’s the behavior that drives a successful organization, not satisfaction or size. You can be a large company with satisfied employees and not engaged or aligned with the company mission or values – this creates complacency and an unfavorable resident or customer experience.
To learn more about what best in class organizations are doing to improve employee engagement, register to attend the MultifamilyLeadership Summit
In this interview, Patrick Antrim, Founder of Multifamily Leadership, spoke with Josh Young, Director of Marketing at Multifamily Management, Inc (MMI). Josh is leading with innovative marketing strategies, driving value for Multifamily clients and leveraging social media to create unique experiences with his internal teams. The MMI team, like many other third party managers work to provide Owners and Investors with the highest quality Management services available.
Milhaus announces it is expanding its footprint to the Carolinas market. To lead the company’s new development efforts in the Southeast region, Milhaus hired Rachel Russell to serve as vice president of development for the Carolinas.
With the company’s goal to develop and acquire properties with a market value exceeding $4 billion by 2020, Milhaus identified the Carolinas as an extremely desirable market for expansion due to the region’s strong job growth and high demand for multifamily and mixed-use properties in urban neighborhoods. Milhaus currently has a site under contract in Asheville, North Carolina, and Russell will be actively looking for other sites within the Carolinas.
Scottsdale, Arizona, August 11, 2016 (Newswire.com) – The Multifamily Leadership Summit has invited top Multifamily Influencers to speak at its annual Leadership Summit coming to Scottsdale, Arizona December 6-8, 2016. There are many conferences centered on strategies to acquire new residents and drive financial results for owners through transactional operating activities and marketing, but at the Multifamily Leadership Summit, attendees will learn from top influencers about how to achieve all of that through people.
Patrick Antrim and Mike Lindstrom discuss happiness and the impact not only in your personal life, but also your work life.
I managed an apartment complex. The community that I worked at was a great community, we had great residents, everything was really easy and normal. I had a resident who I was evicting. He came into my office and he threw a note on my desk that said, “Close all the blinds, give me your car keys and your wallet, get on your hands and knees.”
And he pulled a gun out of his jacket. It’s a Monday, I’m at work by myself, and we start struggling and fighting and then the gun went off. He ran out one way, I ran out the other.
Marcus & Millichap (NYSE: MMI), a leading commercial real estate investment services firm with offices throughout the United States and Canada, today announced the addition of Jay Lybik as vice president, research services, according to Gregory LaBerge, chief administrative officer of Marcus & Millichap. Lybik joins Marcus & Millichap with over 20 years of real estate research experience and most recently served as vice president, market research, at Equity Residential (EQR). He will be based in the firm’s Phoenix office and will report to first vice president, John Chang, who heads Marcus & Millichap’s Research Services unit.
A high-performing culture starts with a culture of learning and development. I know what you are thinking: culture is complex.
I am speaking of high-performing results.
A company that sets out to entice employees with flexibility, comfort, beverage bars and all that we have seen in new culture practices will struggle for long-term success. Be prepared to feed this type of culture some cash.
I believe culture is an outcome and, by the end of this article, I will show you where to start the process. But before we get into where to start, I would like to talk to you about performance.
Leadership. A single word that carries many different beliefs. It’s intimidating for some and a journey for others. Another word that comes to mind is success. Next time you have a meeting, ask each person what success means to them. See how many different answers you receive. It’s no wonder companies zig zag on issues. A strong leader will define success and share the vision with a common goal, define roles and responsibilities, and communicate with the teams.
In baseball it goes like this. The common goal is winning the World Series. Each player clearly understands their role on the team. Pitchers don’t practice hitting, they practice pitching. Spring training is about getting the communication and chemistry right.
