Three Practices to Help You Keep Who You Hire

What is your employee retention rate? It might be a bit higher if you take to heart some tips from the recent feature, “Talent Management,” from the May-June 2015 issue of JPM.

    1. Create a clear career path from the outset. W. Brent Shaw, CPM, a VP at Newmark Grubb ACRES in Salt Lake City, says he draws talent “from Brigham Young University’s Facility and Property Management Program, and we’re focusing more on setting up programs our employees can relate to such as helping them earn a CPM designation.” He says new hires typically start as assistant managers, shouldering the “grunt work,” all toward becoming a full-fledged property manager.
    1. Promote from within. In Louisville, PMR Companies tries to promote from within rather than passing over current employees to go outside for talent. “We have lots of strong managers who serve as mentors to newer people,” says Amy Bickel, VP of human resources for PMR.” What she describes as a “family-type atmosphere with an open door policy” also helps retention. Competitive salaries and a “very rich benefits package” don’t hurt either.
  1. Passion can trump experience. PMR Companies also attracts new talent by building a strong community presence. Bickel explains, “We involve ourselves in the communities we serve, and people are attracted by the reputation of our founder, Deborah Charlton, in the industry.”

To paraphrase a popular TV commercial, what’s in your retention strategy?

About the Author
John Salustri is one of the nation’s most respected writers in the field of Commercial Real Estate. A multiple award winner for excellence in journalism, John is the founding editor of GlobeSt.com, the nation’s premier news and information site for the commercial real estate industry. Today John is a freelance writer and editor, focusing on helping companies boost their industry presence through enhanced web and print content. 


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