Culture. It seems so simple and so ambiguous at the same time.

Almost every operator in the apartment industry touts the merits of a strong culture, and many claim to have it at their organization. But what components are genuinely part of a robust company culture as opposed to a mantra or catchy slogan that ultimately rings hollow among associates?

Here is a look at some of the drivers of a thriving culture, all of which have something of a common theme— demonstrating to associates that indisputably you care about them.

Transparency and open communication
Employees don't want lip service. They want honest feedback—even if it means telling them that seven weeks on the job is a bit early to request an ascension to the executive level. Whether it's a new or longtime associate, providing them with clear expectations and realistic timelines help to build trust.

Transparency and communication should be foundational elements for the leaders of an organization, who set the blueprint for the company's culture and directly influence employee engagement. Leaders are responsible for communicating the company's vision and goals, and without mutual trust from associates, creating a meaningful and inclusive work environment will be difficult to achieve. 

Work-life balance
You probably have that friend whose job stress follows them into the weekend. If work anxiety is leading to tears when you're supposed to be enjoying NFL Sunday or an after-hours concert, odds are your work-life balance needs to be realigned.

Sure, most jobs feature periodic times when you must go above and beyond. But these should be infrequent exceptions rather than the norm. Organizations can help ensure their employees achieve a positive work-life balance by offering reasonable PTO and flex schedules, when applicable. While many multifamily duties must be handled onsite, some departments within the organization should have the option for hybrid home/office schedules and be empowered to finish their duties at the time of their choice, as long as the task is completed on time.

Organizations can also offer periodic fun activity days to break up the work monotony, such as spending all or part of the workday offsite.

Opportunities for growth and development
A new job can be something like driving in an unfamiliar neighborhood. If you see a "dead end" sign, it's time to turn around.

Employees are most engaged when they can envision a clear path for growth. Providing realistic expectations and timelines is part of the process, as noted above, but organizations should also provide associates with the learning and development resources needed to grow within and beyond their roles. Whether it's literature, video resources or the ability to frequently connect with a mentor associate, offering employees the resources to learn at their own pace—even for positions outside of their current role—will ensure they have the ability to grow within the company and take the necessary steps to ascend.

Employee empowerment can serve as an additional growth component. When associates feel trusted to make decisions and take accountability for their work, it cultivates a greater sense of purpose and engagement. 

Employee recognition
A proverbial pat on the back is a nice gesture. Taking it a step further and providing tangible forms of recognition can assist in achieving the culture organizations are seeking.

By acknowledging milestones and achievements, leaders are demonstrating that they truly appreciate the efforts of their associates. Milestones such as work anniversaries or years in the industry deserved to be recognized, as do achievements such as number of homes leased or exceeding target occupancy rates for an extended period. Honoring an employee of the month, quarter or year creates similar good vibes within the organization.

While all of these ideas can help to build a thriving culture, it shouldn't be forgotten that a key building block is hiring the right associates to begin with. Operators should keep their core principals in mind during the hiring process and make sure they match the ambitions of the potential associate. When these values align, it creates the foundation for a strong fit and a successful relationship.

Culture can be difficult to define, but when organizations have a thriving one, they know it. It is also readily apparent when they do not, and it usually leads to a revolving door of associates. Following the steps above—while adding nuances that reflect your brand and organization—can help ensure you're on the right side of the culture curve.