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Number One Way to Motivate Apartment Talent

Apartment Talent Progress

In Lisa Trosien’s recent post: Dear Mr. (or Ms.) Property Management Executive , she speaks to ten complaints from site teams across the country. It strikes me that every single one of these have been relevant to our industry for as long as I can remember. And, every single one of them impedes progress. Which, according to a recent article in the Harvard Business Review, is the number one motivator of employees.

Teresa M. Amabile and Steven J. Kramer penned: What Really Motivates Workers in the Jan-Feb 2010 issue. In the article they sight the following five factors as being significant drivers of motivation;

1. Recognition

2. Incentives

3. Interpersonal support

4. Support for making progress

5. Clear goals

All important but Amabile and Kramer contend not the number one motivator. After conducting an intense multi-year study tracking a multitude of levers – progress – it seems is the number one motivator.

“On days when workers have the sense they’re making headway in their jobs, or when they receive support that helps them overcome obstacles, their emotions are most positive and their drive to succeed is at its peak.”

Seems to me progress, not unlike every item in Lisa’s list, is completely in the control of executives across the country. The article suggests the following ideas for helping progress;

1. Avoid changing goals autocratically

2. Be decisive

3. Provide support in the way of rolling up your own sleeves

4. Celebrate progress – no matter the stretch

I have always believed that a happy employee is a productive employee and that the property management organization exists to serve the people that serve it. And if those two mantras are employed as a premise for all decision making the rest will happen by default.

For those who would huff and puff about about the soft stuff, there is the alternative;

“On days when they feel they are spinning their wheels or encountering roadblocks to meaningful accomplishment, their moods and motivation are lowest.”

I trust the week to come will be one of smashing progress…

Related post: Can Apartment Marketers Afford to Disconnect a 24/7 generation?

Related post: Make Sure You’re Not De-Motivating Your Team

Related post: Eight Things Your Employees Want From You

(Photo credit: Dan Pink’s: A Whole New Mind)

0 Responses

  3. Mike,
    Compelling read, my friend! And you are exactly right. Progress is huge factor. If we don't feel like we're going anywhere, then what's the point of running the race. Give me a ribbon and get me off the hamster wheel!

    Reply

    1. Thanks Heather B –

      It is true – sad part is that so many leaders and employees live in a world full of numb – living with a, “it is what it is,” mantra. They think and feel that nothing will ever change and, as Lisa's indicates, not much does. Tap into progress and the sky really is the limit.

      Thank you for taking the time –

      Reply

  7. Mike,

    I really enjoyed this and have to say that I am one for the 'soft stuff'. I also believe that in the current condition public recognition is so important as most of us have had to cut back on the monetary incentives. However, public praise and thank you's are free so they should both be used generously!

    Reply

    1. Jen

      Thank you for taking the time to comment – it means a lot.

      You are so right on – shouting the praises of someone from the rooftops goes a long way in building loyalty. People really just want to know that you genuinely care – and, if you do – they will care back in the way of service…

      Hope your week is one packed with progress…

      Reply

  9. ABSOLUTELY true. The failure to provide those five things is precisely why I left the Apartment Industry at the end of 2008. I was a hard worker with excellent closing numbers and smart marketing, and yet in six years with the same company in the same market, I never was publicly recognized for any of my hard work. It made it VERY easy to quit, and never look back.

    Reply

    1. Jenn –

      Great hearing from you, it's been way too long. I know exactly what you are referring to and it is to bad as you are crazy talented! I trust your new adventures are far different in that regard…

      Reply

  10. Hey Mike,
    You have penned a great post here, But are you doing these things, meaning, are you or your Company acting and reacting according to this post, and if not, Why Not?

    Jean's comment IS reality, folks are leaving our industry because most of what you post about is Lip Service in many companies, You are in a position to take a stand, and you likely have, the intent is NOT to put you on the spot, But lets start talking about what we are DOING for better change, Some of us, You included have the wherewithal to Change Things, Are We Doing That? If Not, Why?

    Reply

    1. Eric,

      All great questions – there is so much we are doing at Mills that works right into this thought process. And, in the same respect I would say we are not perfect and are not pursuing every avenue with the same alacrity but we are mindful of the new reality in business.

      What gets difficult with this blog specifically and the voice I choose to write in is that I made a conscience choice six years to try and keep my dialog apart from the companies I represent during business hours. Nearly 2000 post and three name changes later, I have managed to keep mostly true to that. Now that is not to suggest that you won't see another blog dedicated to the results that Mills has enjoyed over the past year. And, the results that are in the making. You just will likely not see it here.

      Now if that is a put off – I can appreciate it and there are certainly alternatives to choose from. What I would respectfully encourage however, is to be mindful that seeds are planted by the most unlikely exchanges – results are many times born out of thoughts. That is to kindly suggest rereading your favorite Napoleon Hill book.

      Question for you – did Napoleon Hill have accomplishment or results under his belt when he penned what is likely one of the most famous books in all sales circles – not anything meaningful…but he gleaned ideas, thoughts and realities from the most famously successful man of the times. He wrote about his thoughts and his things and his accomplishments – and, the public loved him for it. That is not to suggest a utopia bent with respect to me but I have enjoyed a great community in both on-line comments and off-line emails because of this blog. And, I have been introduced to and have developed relationships with some crazy cool people (I would consider you one in that group). For that I feel blessed.

      Likewise for you and your community [which I am a part of] – I enjoy, for the most part, reading about the accomplishments/results of Urbane and Paragon. It's a different voice – not any more right, wrong or than my own – just different. And, that is okay. At least in my book. It is what makes social media – well – social.

      Have a compelling evening and a results full week – I look forward to more dialog as it is borderline engaging :-))

      Thank you as always for taking the time to poise good questions – they are always invited…

      Reply

    1. T –

      Doug hit it out of the park with that post – he wrote the road map for leaders that applies across industries in general. Thank you for sharing the link here.

      M

      Reply

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