Roscoe Property Management’s IDEAL (Invest, Develop, and Empower with Accountable Leadership) program was built through a partnership between the Training team, HR, and the executive leadership team with the goal of building a comprehensive leadership development program for leaders at all levels—beginning with regional and corporate managers, followed by community managers, then extended to all employees in a supervisory position (leasing managers, assistant managers, and service managers) throughout the company. The strategic goal of this training was to invest in front-line managers so they have the skills they need to be successful in their role and, therefore, reduce the turnover rate for employees in a leadership position.
Program Details
Regional and corporate managers throughout the company attend a bi-annual leadership conference where regional vice presidents facilitate training on a variety of topics, from recruiting and onboarding to coaching and feedback, to succession planning and career planning. After each leadership conference, the training is transformed into computer-based or instructor-led training, which becomes a standard part of new hire training.
Currently, all employees in a supervisory role complete e-learning courses regarding identifying the root cause of performance concerns, providing effective feedback, and effective coaching techniques. Then they attend an instructor-led event designed with group activities and role-plays to help supervisors navigate difficult conversations in a training environment and receive feedback from their peers. Leaders at higher levels throughout the company have additional training requirements through the IDEAL program.
Roscoe Property Management used Vyond software to build animated scenarios to demonstrate the techniques described in computer-based training. That software also is used for simulated role-plays.
New leaders have a learning plan that extends into 12 months of employment to ensure they complete the IDEAL training throughout their first year with the company. Roscoe Property Management also continuously adds new content to the program based on feedback from participants, the executive team, and support departments.
Results
In 2018, Roscoe Property Management reduced attrition for regional and community managers by 28 percent. In 2019, the company further reduced the attrition for employees in these roles by an additional 15 percent. Through a formal recruiting process and structured training program, Roscoe Property Management set a goal to reduce the amount of turnover for employees within 90 days of employment by 10 percent. It exceeded that goal by 3 percent.
