Critical Corporate Value: Timely Responsiveness

No doubt, you care about our business and the image you put forth for your customers. But what about prospective employees? What do they think of your company? Have you ever considered the possibility that your level of timely responsiveness to job applicants plays a role in how your business is perceived – and thus, how well you recruit and hire top-quality staff?

It’s no secret that we’re in an employee job market right now. Companies are desperate for help. And no doubt hiring is a big concern for you. But do you prioritize calling back job applicants, scheduling interviews, or updating candidates in the pipeline? Effective communication is an essential value every company must commit to. But even companies that understand this often overlook responsive communication when dealing with potential hires.

The Cost of Neglecting Timely Responsiveness

If following up with prospective employees quickly and consistently is not a top priority for your organization, you could be losing out big. Here are a few reasons responsiveness in business matters:

  • Money: When you fail to move a new hire along or lose out on a top prospect, there are associated opportunity costs like bad hires, open positions, etc.
  • Branding: Because your track record for timely responsiveness will get around, your reputation as an employer of choice is at stake. Failure to respond to candidate questions can signal a lack of respect and damage your recruiting credibility long-term.
  • Blowback: The way you handle job prospects through the application, interview, and negotiation processes often determines how you will be treated. If you find a well-qualified candidate, a great way to minimize the risk of being ghosted by that candidate is timely updates and staying in touch.

Timely Communication Matters

While it may seem harmless to push an email back to next week or drop a resume through the cracks on occasion, it’s not without consequence. Data released by interview scheduling SAAS provider Cronofy shows a lack of timely communication can actually be a significant driver in poor hiring outcomes.

A job search can be a very uncertain and stressful time for professionals. It helps reassure top talent when recruiters or hiring managers reach out regularly, even if only to say, “We’re still waiting on an interview time,” or, “The hiring team is still reviewing your qualifications.” Providing that contact and feedback builds trust in your hiring process, the company, and the decision to pursue this job.

When companies neglect timely responsive communication, statistics show, candidates will go elsewhere. According to Cronofy:

  • 62% of professionals in senior positions report having abandoned an interview journey because of frustration with the interview scheduling process.
  • The interview scheduling experience directly corelates to a prospect’s perception of your company.
  • A full two-thirds of US applicants expect to hear back about an interview within just one week of applying.
  • 18% of job applicants report responsiveness as the top frustration with the hiring process.

Putting Responsiveness into Action

At Building Careers, we’ve seen firsthand the power of implementing timely and responsive communication in recruiting top talent. While partnering with a recruiting firm is critical to effective hiring (especially in such a competitive market), we’ve observed many if not most recruiters ghost candidates at some point in the process.

As such, simply touching base with candidates throughout the week and addressing concerns early on is a clear differentiator in our field. Quality professionals know when they are appreciated. And they know when they’re not. So, when your recruiting partner or hiring team practices timely responsiveness, they set your brand apart from the others.

As a leading recruiter for the CRE space in Southern California, we’ve seen our network and credibility grow among commercial real estate’s top talent. We believe strongly in the values of open communication, constant communication, and timely communication. As a result, our contacts have come to expect real-time feedback and daily check-ins. And because we also emphasize internal responsiveness, our team is more current and helpful along the way.

Hiring rockstar talent that will take your company to the next level means implementing a comfortable hiring experience. And that hiring experience is only as good as its communication. Any friction in this process will negatively impact the potential hire’s perception of your organization and make it more likely you will lose them to a competitor. Alternately, implementing timeliness and responsiveness in all communications will ensure the hiring journey is smooth, positive, and effective.

Define Transformational Leadership

Leadership is scary and hard. But leading your team to achieve big, daring goals is one of the most rewarding things you’ll ever do—if you do it well. And that starts with deciding to level up in how you lead. Just like there’s no magic pill for weight loss or better finances, there’s no magic pill to being a leadership expert. You just put one courageous foot in front of the other, day in and day out, getting better and stronger as you go. And using the transformational leadership style will help you shift your mindset to focusing on your team’s ability (not just yours) to get those big, daring wins.

You may be thinking that transformational leadership sounds like corporate mumbo jumbo. However, it’s anything but that. Imagine drama and bureaucracy in your business decreasing so productivity, innovation and creativity can take center stage. Imagine a team of go-getters who are motivated to win every day and enjoy going to work—that’s the culture transformational leadership can create for your business. As you inspire your team to think and work beyond themselves for the greater good, you are on your way to becoming a bona fide transformational leader. Is this really possible? Absolutely.

Define Transformational Leadership

In the words of the Transformer Optimus Prime, “Autobots, transform and roll out!” If only transformation was that simple for us non-autobots, right? But it’s possible to spur on change—and it starts with your leadership.

The idea of a style of leadership that transforms team members, businesses and the world was first introduced in the 1970s by sociologist J.V. Downton. The theory caught fire later that decade when James MacGregor Burns, a leadership expert and historian, wrote Leadership. In this book, James describes transformational leadership as a style where “leaders and followers raise one another to higher levels of motivation and morality.” This style is based on a leader who has built trust and respect with their team—and because of that, they can influence their team to work harder and think smarter to achieve a common goal.

James put a spotlight on a leadership style that increases loyalty, commitment and the ability to accomplish way more than the company and team members thought they could. So, what does a transformational leader look like?

Read More: https://www.ramseysolutions.com/business/what-is-transformational-leadership

How To Effectively Delegate Tasks

All managers and leaders must master the art to effectively delegate tasks. Understanding how and when to allocate responsibility to others is essential in maintaining a high level of productivity, both on a personal and organizational level. Delegating tasks is also essential for effective leadership.

To learn how to effectively delegate tasks is to build a cohesive and effective team that can meet deadlines. Moreover, knowing when and how to delegate work will reduce your workload, thus improving your well-being at work and boosting your job satisfaction. Unfortunately, many leaders are unsure how to delegate properly or are hesitant to do so.

In this guide, you will discover what delegation really entails, how delegating tasks benefits your team, and how to assign tasks effectively.

The Significance Of Delegating Tasks

A good leader knows how to delegate. When you delegate some of your work, you free up your time and achieve more on a daily basis.

Effective delegation also promotes productivity and good time management within a team by drawing on the existing skill set of its members and allowing them to develop new knowledge and competencies along the way. The result is a more flexible team that can share roles when the need arises.

When you are willing to delegate, you promote an atmosphere of confidence and trust. Your actions send a clear signal: as a leader, you trust your subordinates to achieve desired outcomes. As a result, they will come to think of you as a likeable and effective leader who respects their skills and needs.

Delegation isn’t about barking orders and hoping that your staff falls in line. A manager’s job is to get the very best from those under their supervision and, in doing so, maximize productivity and profit.

Careful delegation helps to identify and capitalize on the unique strengths and weaknesses of the team members. Delegation also boosts employees’ engagement as it proves that the managers are interested in drawing on their talents.

Why Are People Afraid Of Delegating Tasks?

Delegation boosts productivity, but not all managers are willing or able to delegate.[4] Why? Here’re some common reasons:

  • They resent the idea that someone else may get the credit for a project.
  • They are willing to delegate in principle but are afraid their team won’t be able to handle more responsibility.
  • They suspect that their staff is already overworked and feel reluctant to increase their burden.
  • They suspect that it’s simpler and quicker just to do a task themselves.
  • They dislike the idea of letting go of tasks they enjoy doing.
  • They fear that if they delegate responsibility, their manager will conclude that they can’t handle their workload.

Read More: https://www.lifehack.org/688325/how-to-delegate-work-the-definitive-guide-for-successful-leaders

What Is Employee Advocacy?

Employee advocacy is one of the most effective ways to boost your public image and employee engagement.

Why? Because your employees are already posting about you. Half of all employees share content from or about their employer on social media, and 33% of all employees do so without any prompting.

Sounds great. But without a content strategy to guide them, you have no idea what they’re posting or the ROI of those efforts. With a formal employee advocacy program, you can expand your organic reach by 200% and increase profitability by 23%, among many other benefits.

Keep reading to learn how to build an employee advocacy program that your team will love, and that will contribute to your business results.

Define Employee Advocacy

Employee advocacy is the promotion of an organization by its workforce. Employee advocacy can take many forms, both online and off. But the most common and effective channel is social media advocacy.

Social media advocacy comes down to employees sharing your company’s content on their personal social media accounts. Everything from job postings (and other resources for job seekers), blog articles, and industry resources, to new product launches.

However, employee advocacy can also be original content that offers a glimpse into your company culture. Maybe it’s an Instagram post showing the free lunch spread you brought in last Friday, a special event, or a moment from an average workday.

All these activities can help boost your brand reputation with both customers and potential new recruits.

The Importance Of Employee Advocacy

A recent study found that employee advocacy benefits companies in three key ways:

  • It positively impacts sales due to increased brand awareness and favorable perceptions (“brand sentiment”).
  • It improves staff recruitment, retention, and engagement.
  • It aids in PR crises and issues management.

Read more: https://blog.hootsuite.com/a-6-step-guide-for-creating-an-employee-advocacy-program-for-your-business/

6 Employee Appreciation Gifts And Ideas

You’ve got one of the best teams around, and they work pretty hard for you. But amid all that hard work, it can be easy to forget to recognize your employees or show them your appreciation for their efforts.

It’s important to reward employees for a job well done, especially when many people might still be struggling with the effects of pandemic fatigue. Recognition can make employees feel appreciated, and it shows someone that their work matters. And a little workplace appreciation can go a long way toward boosting employee morale — maybe even more so with the current state of the world.

Employee Appreciation Day is celebrated annually on the first Friday in March, but you don’t have to limit the recognition to a single day! We’ve compiled a list of ideas you can use to show your team some love on Employee Appreciation Day and beyond.

Employee Appreciation Gifts and Ideas

1. Give everyone on your team a small allowance for a few desk or work-from-home upgrades. Items like standing desks, desk organizers, or even a new coffee mug can provide a welcome change of pace.

2. Show your appreciation by prioritizing the health of your employees. Try having juices and wellness shots from a local company delivered to your team to promote workplace wellness.

3. Treat everyone to a fun company activity. If your team feels comfortable, try out things like bowling and laser tag. For those who’d prefer social distancing activities, try enjoying virtual karaoke or bingo for virtual team bonding via Zoom.

4. Survey employees to learn their favorite self-care products or services. You can use that to provide your team with a curated self-care package to use at their leisure.

5. Plan a virtual happy hour or dinner for your team, and arrange for the food and beverages to be delivered directly to your employees. As an employer, it’s always nice to foot all or part of the bill if you’re able.

6. Surprise your team with a picnic-style lunch. Cater the food from one of the team’s favorite local restaurants if you’re in the office, or have your remote employees order their favorite take-out meal. In-person, remote, and hybrid teams can all enjoy lunch outside together (weather permitting) thanks to Zoom and other video conferencing platforms.

Read more: https://www.justworks.com/blog/master-employee-appreciation-inexpensive-ideas

3 Methods Leaders Can Use Set Employees Up For Success

As leaders, we sometimes lose touch of the importance of our employees. This is not to say that we forget them, it just means that we sometimes forget how important they are to our bottom line. After all, without our employees, we would not be able to perform the functions of our organization.

The reality is that if we do not give our employees the tools they need to succeed, they will either quit or “simply collect a paycheck” (i.e. perform their job to minimal expectations). Either scenario is detrimental to your business.

So what does it mean to “set our employees up for success”? It means we invest in them, giving them the tools needed to succeed, both personally and professionally. This concept can easily be dismissed by larger companies having hundreds and thousands of employees, with a pipeline of individuals ready to take on any job. However, the basic needs of an individual to feel successful, needed, respected, and appreciated do not change, whether in a small company or large. It does not take a Harvard graduate to predict the productivity and longevity of an employee that is set up for success versus one that is not.

So how do we as leaders set employees up to succeed and avoid leadership mistakes? Keep reading!

1. Be Mindful

As Brad Federman once said “Paychecks can’t buy passion”. The first step for a leader is to become aware that a paycheck alone is not going to create the motivation for employees to succeed. Or bring fulfillment for them at work. You will not retain the employees you would want to keep without giving them the opportunity to innovate and excel. As such, you must create opportunities for them to grow, for them to champion a process or skill set, for them to learn new things, for them to innovate and learn how to pick themselves up from a setback. These are not only skill sets that can help them professionally, but personally as well.

2. Create Programs

This is where we need to invest some time and money. Task your managers with identifying training programs that can ensure their employees are given the training needed to perform their job functions.

I would recommend digital training programs that can be accessed 24/7, ensuring consistent application from one employee to another of what is being taught and giving the employee opportunity to take the course at their own speed and as many times as needed. These three vital elements of learning (among others) do not always happen in a classroom environment, nor in subsequent training sessions. Creating digital training programs take time and money, but once the initial investment has been made, each employee will be given the same exact opportunity to learn how to succeed in their job.

3. Motivate Your Employees

Take success stories and share them with the other managers. Utilize the experiences of each manager to further tweak the programs and make them more effective and more successful. Build benchmarks that show progress and success and then rally around those numbers.

Use your marketing team to use these stories on social media or in the trade press. Get the word out that your company has a culture of success and you will recruit better employees and retain existing ones. Create these programs to give your employees the opportunity to better themselves and increase their skills. You will then begin to see an increase in productivity, innovation, initiative, and retention.

Let’s not forget about what it does for the personal life of your employee. If they feel successful, respected, and needed at work, think of the positive influence they will have at home and with others.

Read more: https://www.linkedin.com/pulse/5-ways-leaders-can-set-employees-up-success-gary-fleming/

Workplace Conflict: How To Deal With It

A recent study of remote workers found that 80% of respondents experienced conflict in a remote environment. If you broaden the focus to all types of workplaces, another study found that 85% of employees at all levels have experienced workplace conflict to some degree.

That means that most of us have dealt with our fair share of workplace drama.

Conflict at work is inevitable, but even though we can’t entirely avoid it, we can become better at resolving our disputes. How well you and your team handle conflict can make a world of difference to your organization, even when there are intimidating situations to address.

Have no fear because we’re diving into workplace conflicts — including what they are, how to spot them, and how to help resolve them.

What Is Workplace Conflict?

Workplace conflict occurs when there’s a disagreement amongst employees due to opposing interests, personalities, beliefs, or ideas. Conflict in the workplace is natural and bound to occur when you have people of different backgrounds and perspectives working side-by-side.

Conflict can be expressed in various ways, including lack of cooperation, verbal insults, bullying, anger, poor quality or delayed work, project failure, and more.

You don’t have to fear workplace conflict in your organization. It’s natural and can even be healthy when dealt with appropriately. Let’s explore the types of conflict in the workplace, signs of conflict, and tips for conflict resolution to help you tackle disputes in your organization.

Types Of Conflict In The Workplace?

Yes, not all conflicts are the same — there are different types of conflict in the workplace. Let’s take a look at some of the most common types to watch out for:

1. Personality Conflicts

Clashes due to different personality types are some of the most common types of workplace conflicts. These conflicts are impossible to avoid because we all have our own personalities and won’t get along with every person we meet. Personality-based conflicts can be challenging and frustrating, but it’s beneficial to learn how to work with individuals whose approaches and perspectives are different from your own.

2. Interdependent Task-Based Conflicts

Think about the processes that help your organization stay afloat. Often, there are a lot of cross-functional processes that take place within interdependent workstreams. For example, your IT department may be responsible for setting up accounts and technology for new hires once HR informs them of the new hire’s start date. But what if HR forgets to tell IT about a new hire and the new employee arrives on their first day and isn’t set up and ready to work? These types of interdependencies can be frustrating and cause conflict, particularly amongst departments.

Read more: https://www.wrike.com/blog/5-ways-tackle-conflict-workplace-infographic/#What-is-conflict-in-the-workplace

10 Creative Interview Questions You’re Probably Not Using

When it comes to hiring within the commercial real estate industry, there’s a lot at stake. How do you know that good first impression is really a rock star hire and not a poser? The cost of a bad hire can be startling, so knowing creative interview questions can be a valuable skill. The goal is to have a genuine conversation that fosters a better understanding of that person.

So, to find out what you need to know, what sort of interview questions will get a candidate to open up about their experience and skills? How can you find out if they’re really right for your unique needs? It helps to get creative.

Canned Conversations

Part of the problem with interview questions, is there are only a handful of them commonly asked in job interviews. So, prospective candidates can easily look them up and craft a scripted response for each of them.

The result?

A lot of canned talking points and speaking past one another. It’s entirely unhelpful! To really make it in CRE, you need better than that. You need creativity to flip the script and open a helpful dialogue. You need interview questions that really work.

So, without further ado, here are ten of the most creative interview questions that most hiring managers in commercial real estate never think to ask.

Productive and Creative Interview Questions

1. What are some of the qualities you like most in yourself?

The qualities someone prides themselves in are most likely the qualities they will work to excel in. Even if they’re not as strong in those qualities as they think, their confidence will become a self-fulfilling prophecy over time. And they just might give an example or two of these qualities in action at their last job.

2. What adjectives would your co-workers use to describe you?

Similarly, the way a candidate believes they are perceived is important in how they view themselves. And they just might be a bit more accurate when discussing the perspective of others.

3. If magic exists, how would you define it?

The great thing about this creative interview question is how it touches on their passions and gives the interviewer an opportunity to gage the way the candidate responds (behavioral interview questions can predict the future). Are they literal or figurative? Do they pause to think or shoot from the hip? Are they imaginative or a clock puncher?

4. If you had $10,000 to help the needy, what would you do?

Questions that aren’t about work are great for bypassing scripted responses and touching on the true soul of a candidate. This one helps you understand what motivates them and what kind of person they are.

5. What led you to choose this line of work?

Uncovering what fulfills someone in this particular area of CRE is helpful in understanding their cultural fit as well as their long-term potential.

6. If you couldn’t live in the US, what other country would you live in, and why?

Before asking this question, determine just what you are looking for and what you hope to learn. There is no correct answer to this question, but the way it’s handled will tell volumes about how a prospect will behave on the fly and in creative situations.

7. What’s your favorite movie, and why?

Again, this quirky question doesn’t have a right answer. But it will help you better understand the heart of your prospective employee and what drives them.

8. Let’s pretend you are interviewing me; what questions would you ask?

This one literally flips the script by reversing roles for a moment. With the candidate completely off guard, pay special attention to the focus of their questions as well as their demeanor in a managerial role.

9. If you were one of our properties, which type would you be?

This one only works if you deal in multiple property types, of course. But the responses will lend keen insights into how well they know your business, your properties, and what they value most in your company.

10. What is something you recently learned?

This creative interview question should include a time limit during which you will observe the way the candidate organizes their response, checks in for feedback along the way, and expresses emotion. Much can be gleaned from listening to your candidate relate a short lecture or moral story.

How To Improve Teamwork in the Workplace

Teamwork. It’s a word that is thrown around in the office on a daily basis, but when was the last time you took a step back and actually evaluated the teamwork in your workplace?

Why Is Teamwork In The Workplace Significant?

Without effective teamwork, productivity and quality of work will likely suffer, even with a group composed of multiple brilliant individuals. Likewise, without effective teams, companies will struggle to keep pace with competitors who do have effective teams.

Multiple studies have shown that promoting good teamwork in the workplace will have positive effects on productivity, quality of work, creativity, innovation and job satisfaction, all of which benefit the company itself.

In a recent study by Stanford, participants who were working on a team as opposed to working alone persevered longer on difficult tasks, showed more interest and enjoyment in working on the tasks, required less self-regulatory effort to complete tasks, and generally performed better on the tasks. The participants who were part of a team even decided to do more tasks related to those performed in the study in a personal setting 1-2 weeks after the study.

How Can We Improve Company Teamwork?

Now that we’ve established the importance of teamwork in the workplace, let’s talk about how we can improve. Here are 8 tips on how to improve teamwork within any organization.

1. Build Diverse And Inclusive Teams

First and foremost, it is important that we focus on creating diverse teams rather than teams of all like-minded people. A group of people with different backgrounds are more likely to bring diverse perspectives and ideas to the table. With more perspectives, comes more thorough decision making. We often tend to want to surround ourselves with people who think and act in ways that reflect our own thoughts and actions.

While a group of like-minded individuals with similar backgrounds may get along great, we have to think about the bigger picture – Will they bring fresh ideas to the table? Will the team members challenge each other to tackle a project from all angles? Or, will the team members be so agreeable that they come up with ideas that don’t get questioned or elaborated upon? If all team members think the same way, come from similar backgrounds, and have the same beliefs and opinions, the work that the team produces will likely be one-sided and less creative. Whereas if each team member has unique opinions, beliefs, background, etc. they will likely produce work that reflects more creativity and innovation.

Read More: https://www.lumapps.com/solutions/enterprise-collaboration/improve-teamwork-in-the-workplace/

CRE Job Market, Facing Cooldown, ‘Like 2 A.M. In A Club’

Taking the temperature of the labor market anytime between Memorial Day and Labor Day presents challenges, considering huge strategic decisions tend to get pushed to the fall. But the general sentiment of analysts, brokers and recruiters interviewed for this story suggested that anxiety had already curtailed opportunities, firms were taking steps to slow down new hiring, and any significant slowdown could have significant impact on the long-term recruitment of younger talent, especially brokers.

These shifts in the job market have taken place against a backdrop of declining CRE deal volume, which dropped more than 50% from a recent record of $347B in Q4 of 2021 to $172B in Q1 of this year. Many experts predict rising interest rates will dampen enthusiasm for deals going forward.

The foreshadowing of a more difficult job market on the horizon contrasts sharply with the optimism felt at the end of 2021 and early 2022. A Bisnow/SelectLeaders survey of 130 industry HR execs from February found many expected the year to bring more jobs, higher compensation, even additional benefits; more than half expected to hire more in 2022 than 2021. And in late 2021, industry experts argued that firms, stung by labor shortages, were gearing up to pay more.

Those predictions have generally held through the first half of 2022, especially in many of the hotter sectors in CRE, such as industrial, life sciences and multifamily.

But the job market is increasingly taking a conservative turn, said Kaitlin Kincaid, Keller Augusta senior managing director, with companies becoming more thoughtful about budgets, more choosy about roles and taking more time, especially when deciding on management and executive roles and specialty positions.

Jackson Lucas Managing Partner Chris Papa, who runs a CRE-focused recruiting firm, said that there’s increasing interest in debt and equity-focused roles, as well as a demand for asset managers: It’s vital to be important with your assets during a downturn.

“I feel the changes have been in the amount of hiring,” Building Careers President Carly Glova said. “Teams are looking at whether they really need to hire someone.”

To read the full article, visit the link below.