Outdated Leadership Styles Article

How Outdated Leadership Styles May Be The Cause Of Your Staffing Struggles

The COVID-19 pandemic interrupted normal operations, especially within the multifamily industry. Because of this, companies were forced to innovate and adapt. Although top leaders have been shifting management models for quite some time, the need for leadership reform became more apparent than ever. As unemployment decreases, it’s imperative to not fall back into old, outdated trends as it may risk employee longevity.

Out with the Old, In With the New

Traditionally, companies are built on a “leadership ladder.” Essentially, the higher you climb the more power and control you are given. However, as the saying goes, with great power comes great responsibility. And not all management styles result in lifting up your team- in fact, several can ultimately alienate potentially great employees. Diving in and evaluating if your leadership styles are hurting your company may be the ticket to attracting, retaining, and developing your ideal staff.

1. Micro-Management

Micro-management is one of the most common damaging leadership styles. The need to control every aspect of your employees’ tasks isn’t productive, as it usually involves a great deal of hand-holding. Not only does this give your employees a feeling of incompetence, but it also causes you to lose focus on the bigger picture, wasting a great deal of time.

Instead of micromanaging, try giving your team members a greater sense of empowerment. Give your property managers freedom to use their own ideas within their communities. Include your maintenance team in decisions that affect how they complete their work. Loosening the reins will allow your employees to feel a sense of responsibility, making them better able to take pride in their work. It will also give you a clearer view of what is working and what isn’t.

2. To Much Pressure On The Process

There was a time when the most important aspect of leadership was ensuring that processes were being perfectly followed. Employers set strict hours and unrealistic expectations with very little room for error. This is yet another way to shift a leader’s focus away from the big picture, choosing instead to nitpick everything their employees do.

While we can all agree that business process flows are important, a company’s success is ultimately determined by the end result. Having the ability to remain flexible and involve your team is essential. It will also assist you in evaluating efficiency, allowing you to improve processes going forward.

3. Traditional Performance Reviews

Very little productivity stems from holding regular performance reviews. The opposite is actually true, as these have been found to offer very little productive feedback. These reviews happen each year, at predictable times of the year, without offering the value needed for continual growth.

Employee improvement can best be achieved by offering regular feedback. Providing suggestions or compliments immediately after employee performance will hold a much higher value. This also offers employees a greater desire to progress and better their results. Addressing issues as they arise will also provide much better outcomes for everyone. After all, who remembers every mistake made months ago?

Of course, formal progress meetings are still necessary for any business. But, instead, try to focus on the goals they’re working towards. Share the potential you see in them. Create a more positive environment and give your employees something to look forward to, especially if it also coincides with a raise.  You can even offer development programs that will help them advance their career and grow professionally.

Professional Development Programs

Taking an interest in your employee’s professional growth will go a long way. It not only excites your staff, but it helps to grow their knowledge which will help your company in the long run. It shows that you care about their future and that you listen to their struggles and goals. These are the ones who keep your communities running smoothly, and they represent you for your tenants.

Development programs are especially helpful when targeting employees from younger generations. In a time where traditional trade schools aren’t as popular, this offers them the opportunity to grow into a career.

Not sure what to offer? Here are some online resources to help!

• Udemy - Udemy offers thousands of courses, including property management, business development, and personal growth. With the ability to order courses one by one or through a membership, Udemy is a great resource for your company. https://www.udemy.com/

• Visto - Visto was created by The National Apartment Association, offering a wide variety of courses. Its offerings include online credential and training programs covering the entire multifamily industry. Looking for something for your maintenance staff? They have that, too. https://store.gowithvisto.org/

• AAGD - The Apartment Association of Greater Dallas offers webinars and classes that are specific to the Dallas housing market. This is the perfect option for helping your team stay up to date with the latest local practices. https://www.aagdallas.com/events/credentials

Conclusion

Adopting an empathetic and open-minded leadership style can exponentially carry your staff's growth. Don’t be afraid to advertise these characteristics in your job listings either. When potential employees know that you support and encourage professional and personal growth, you will attract more talented candidates. Make sure to remain sincere and remember, you’re building a team: make it feel like a family.

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