Leadership
Multifamily AIHR
Photo by Sangga Rima Roman Selia on Unsplash
HR executives have been gradually adapting to the rise of AI for tasks such as evaluating job applicants and creating chatbots. But this new AI search tool, ChatGPT, is about to change everything. ChatGPT has been trained on a large data set and can produce detailed, human-like responses to simple and complex questions. It has the potential to free HR staff from repetitive tasks and allow them to be more strategic.
Recruiting: ChatGPT can quickly and fairly evaluate job applicants, helping talent acquisition teams identify top candidates that human evaluators might have missed. Compensation and pay equality: ChatGPT can predict the impact of pay practices on the business. Employee wellness and safety: ChatGPT can assess a worker’s risk of harm to themselves or others.
In its most basic application, ChatGPT can create job descriptions and company policies that can be easily updated and disseminated in real time. While the tool may result in HR departments downsizing, its long-term effects are expected to be more complex. The rise of AI may create new job titles such as head of AI or AI ethicist.
ChatGPT’s potential impact on HR is attracting attention from early adopters like Todd Mitchem, CEO of AMP Learning and Development, and Tim Sackett, President of HRU Technical Resources. They believe ChatGPT will transform work as we know it and disrupt the HR industry.
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Multifamily: “Act as if” Your Way to an Ownership Culture
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Organizations are always searching for ways to increase team member engagement and drive success. One concept that has gained significant traction in recent years is the idea of an “ownership culture.” But what exactly does this mean, and how can it be achieved?
An ownership culture is a system of beliefs and habits that encourages team members to think and act like owners within the organization. Team members are empowered to take ownership of their work and contribute to the organization’s success by fostering these characteristics within a company. The culture is centered around six key areas: decision-making, information and learning, organizational fairness, accountability, work and pay, and entrepreneurship.
Building an ownership culture requires a clear and concise company vision, mission, and strategy. It also requires strong leadership committed to investing the time and effort necessary to instill these values and beliefs within the organization. Leaders must also create an environment of transparency, where information is shared transparently. This builds trust and accountability among team members, allowing them to feel a sense of ownership over their work and the company.
One approach to building an ownership culture is allowing employees to invest in the company through stock ownership plans or other investment opportunities. This “skin in the game” approach provides employees with a tangible stake in the company’s success and aligns their interests with the organization’s. It also creates a shared sense of responsibility and accountability, encouraging team members to work together towards a common goal.
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Moving Forward
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“Would you rather move one person ahead 1,000 steps or 1,000 people ahead one step?” This quote, often attributed to Confucius, presents a thought-provoking question about our impact on the world. The answer to this question can shed light on our priorities, values, and beliefs about the best way to create change.
On the surface, it may seem that helping 1,000 people advance one step each is more impactful. After all, it reaches a broader group of people, right? But the quote challenges us to think beyond sheer numbers and consider the long-term effects of our actions. Moving one person ahead by 1,000 steps could be a game-changer, not just for that person but for many others whose progress may inspire.
Consider, for example, a struggling student who receives personalized mentorship and support to achieve academic success. This student improves their life prospects and becomes a role model and source of inspiration for others in their community. In contrast, providing a small boost to a large group of students may have a positive impact, but it is unlikely to have the same ripple effect.
In this sense, the quote underscores the importance of quality over quantity when creating positive change. It’s not about reaching the largest number of people possible but rather making a meaningful difference in the lives of those we do reach.
Of course, this is not to say that we should ignore the needs of large groups of people. Rather, it’s a call to find the balance between making a difference on a large scale and profoundly impacting individual lives. By doing so, we can maximize our impact and create a better world for everyone.
In sum, “Would you rather move one person ahead 1,000 steps or 1,000 people ahead one step?” is a quote that challenges us to think deeply about the impact we want to make in the world. Whether it was said by Confucius or not, the message remains relevant and thought-provoking. The next time you’re faced with a choice between making a small difference for many or a big difference for one, remember this quote and choose wisely.
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Multifamily Customer Service: Resolution
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Customer service is an essential aspect of the multifamily industry, as it helps to foster strong relationships between property teams and residents. One of the key metrics of successful customer service is “speed to resolution,” which refers to the time it takes for a customer service representative to resolve a resident’s issue. Humans don’t like to wait and don’t want to repeat their issue several times before it is resolved. Speed to resolution is more important than ever and can significantly impact resident satisfaction and retention.
There are several reasons why speed to resolution is critical in the multifamily space. Firstly, residents expect prompt and efficient service when they have an issue or concern. They will likely become frustrated and dissatisfied if they wait too long to resolve their problem. This can lead to negative word-of-mouth, which can hurt the reputation of a property and make it more challenging to attract new residents.
Additionally, quick resolution can help to minimize the impact of a resident’s issue on their daily life. For example, if a resident is dealing with a maintenance issue, the faster it can be resolved, the less disruption they will experience. This can help to increase resident satisfaction and reduce the risk of negative reviews.
Furthermore, speed to resolution can also positively impact property management operations. By resolving issues quickly, property managers can reduce the workload of their maintenance team and improve their overall efficiency. Quick resolution can also help prevent minor issues from becoming more significant, requiring more time and resources.
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Understanding the Four C’s of Human Resources
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Human resource management is a crucial function in any organization. It involves managing the most important asset of the company – its team members. To manage this asset effectively, it is essential to understand the Four C’s of Human Resources – Compliance, Clarification, Culture, and Connection.
Compliance
Compliance is an essential component of human resources. It refers to the set of rules and regulations that an organization must follow to ensure that it operates within the legal framework. These are the non-negotiables. It includes various activities, such as ensuring that team members know their legal rights, keeping up-to-date with relevant laws and regulations, and ensuring the company complies with all relevant labor laws.
Compliance is critical because it helps to protect the company from legal disputes and financial penalties. It also helps to create a positive working environment where employees feel psychologically safe and valued.
Clarification
Clarification is the process of making sure that team members understand their roles and responsibilities within the organization. This includes clarifying job duties, performance expectations, and career growth opportunities.
Clear communication is essential in the clarification process. It involves setting expectations and goals and ensuring team members have the necessary resources and support to achieve them. Team members who understand their organizational role are more likely to be productive and motivated.
Culture
Culture refers to the shared values, beliefs, and practices that shape the behavior of an organization. It is a crucial component of human resources as it sets the tone for the workplace environment. A positive workplace culture can improve human engagement, motivation, and productivity.
To build a positive workplace culture, organizations should promote diversity and inclusion, encourage collaboration and teamwork, recognize and reward achievements, and promote a healthy work-life balance. This can be achieved through training, policies, and programs that support the organization’s culture.
Connection
Connection refers to the relationship between an organization and its team members. This includes providing people with opportunities for professional development, creating a supportive work environment, and encouraging open communication.
People who feel connected to their organization are likelier to be engaged, motivated, and committed to their work.
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