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My company is looking into revamping our bonus structures for leasing, maintenance and regional manager positions.
a. I’d love to know the current amounts you offer per position/lease/etc.
b. What is your criteria for each?
c. Do you wish you could change it in someway? If so, how?
Thanks all....

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DEANNA SEWARD Leasing Commissions = half a percent x rent amount divided by lease term - rent concessions
All team members share renewals at $100 a renewal but only if your GraceHill training is at 80% or higher
I would rather leasing commissions be a flat rate $100 per lease and the renewals to be $25 per employee flat rate

Christi Anderson leasing - $100 per person
renewals -$100 each on 6 mo or more divided among all office and maintenance
quarterly incentives- based expenses, income, noi, online repx score, occupancy, kingsley scores, completion of team training

Mike Powers My simple answer is less is better. Put everyone on the same measure criteria basis so everyone has exact same goal(s)
One simple measure NOI GROWTH.
Any operating metric should be a lever to influence NOI growth.
Better maintenance happier residents less turnover higher renewals.
Better resident satisfaction overall customer service...more of the same above
Better marketing tours close rates, Better occupancy and ability to raise rent roll.
I could go on.
If it doesn't help NOI directly indirectly, why use it as a performance criteria ?

Robert Hoop Leasing agents $125 per lease. Manager NOI $1,550 per month. No renewal bonus.

Ellie Norton Our NEW 2024 Program!
RMs: 20% of pay potential annual - broken out with quarterly payout potential based on core business initives we’re focused on.
Leasing: $150-250 based on individual tiered performance
AM: $500 monthly: based on delinquency and file accuracy
Renewals: $200 each, pooled all associates, including maintenance
Maintenance: $200 per week on call bonus, MM $500 qtr, Tech $250 qtr: after move-in work orders, turns, no Google star ratings less than 4 stars related to maint and curb appeal
PM: $1000 mthly: occupancy, NOI and compliance
Happy Research!
Class A. I'm hiring: Wesley Chapel FL, Fort Lauderdale, FL. PM Me!

Guest Insider Pay well and don’t do bonuses. That way your staff is helping people find the right home for them instead of thinking of the $ they get for pushing them into a unit. I love that I don’t make a bonus because I am not pressuring people to rent a unit I know isn’t right for them. Plus, regionals shouldn’t be making bank. Everyone should be paid well. My old boss used to get like $10k Xmas bonuses and all she gave us was $300.

Chris Finetto That’s a big question with lots of big answers. This will be a good discussion. It’s only my opinion, but the entire comp structure in this industry needs to be completely revamped.

Guest Insider I think my former company had it right so I’m working with my current CEO to implement something similar.
Bonuses based on 8%-10% of total salary for site teams, 20%+ for Rpms.
Split into quarterly bonus payments.
KPI’s slightly different depending on relevancy to job duties.
Manager’s KPI’s include:
Income to budget
Controllable expenses to budget
Social media ratings compared to prior quarter.
Training completed (Grace Hill etc)
Scores for monthly asset walk and quarterly inspection.
List of competencies such as meeting reporting deadlines, effectively filling vacant positions, dealing with property and staffing concerns, DA’s completed on time, invoices processed on time etc.
Then the majority of the KPI’s scores role up as a region to the RPM.
Not like I enjoyed missing part of my bonus because a property didn’t meet a requirement but it really did teach me to pay attention to so many aspects of the expectations for site team performance. It also meant my team members kept their eyes on... Show more

I think my former company had it right so I’m working with my current CEO to implement something similar.
Bonuses based on 8%-10% of total salary for site teams, 20%+ for Rpms.
Split into quarterly bonus payments.
KPI’s slightly different depending on relevancy to job duties.
Manager’s KPI’s include:
Income to budget
Controllable expenses to budget
Social media ratings compared to prior quarter.
Training completed (Grace Hill etc)
Scores for monthly asset walk and quarterly inspection.
List of competencies such as meeting reporting deadlines, effectively filling vacant positions, dealing with property and staffing concerns, DA’s completed on time, invoices processed on time etc.
Then the majority of the KPI’s scores role up as a region to the RPM.
Not like I enjoyed missing part of my bonus because a property didn’t meet a requirement but it really did teach me to pay attention to so many aspects of the expectations for site team performance. It also meant my team members kept their eyes on it all for their own bonus but the bonuses of their teams and my bonus.
Very effective.
Just my thoughts.

Guest Insider Well said!

Guest Insider THIS IS AMAZING ELLIE!!! LOVE IT!

Vicki Sharp Great topic, Emily! Here are my thoughts:

Our first priority should be taking great care of the residents we already have, so the first place I would look at revamping is renewal bonuses. With turnover costs soaring, it makes more sense to me to focus on keeping our residents instead of incentivizing new leases. Because of that, I would keep leasing commissions smaller than renewals.

First step, calculate your turnover costs from 2023. Not just the contractor costs, but the hourly costs of your employees, vacancy loss, supplies, and utility expenses. (This will take a bit of work.)

Next, divide that number by the number of move outs in 2023. That will give you an average turnover cost. I have seen reports of this amount varying from $3000 - $6000!

Divide that number in half and that is your bonus amount, which should be split equally among ALL employees, since taking care of residents is everyone's responsibility.

I know this might be a hard sell to the property owners, but do your... Show more

Great topic, Emily!  Here are my thoughts:

Our first priority should be taking great care of the residents we already have, so the first place I would look at revamping is renewal bonuses.  With turnover costs soaring, it makes more sense to me to focus on keeping our residents instead of incentivizing new leases.  Because of that, I would keep leasing commissions smaller than renewals.

First step, calculate your turnover costs from 2023.  Not just the contractor costs, but the hourly costs of your employees, vacancy loss, supplies, and utility expenses.  (This will take a bit of work.)

Next, divide that number by the number of move outs in 2023.  That will give you an average turnover cost.  I have seen reports of this amount varying from $3000 - $6000!

Divide that number in half and that is your bonus amount, which should be split equally among ALL employees, since taking care of residents is everyone's responsibility.

I know this might be a  hard sell  to the property owners, but do your math, and be prepared to demonstrate the actual NOI improvement by reducing the turnover.

Next, for property managers, maintenance supervisors, and regionals, they should have an additional salary percentage bonus based solely on NOI.  One program I really liked was to take the annual percentage and divide it by 5 instead of 4 quarters.  The last 20% is used at the end of the year as a  crawl back opportunity .  For example, if something happens in the second quarter that is out of the control of the PM, say a major pipe break that hits operations instead of CAPEX, they have a chance to crawl back some of the lost bonus amount at the end of the year.  It can also be used as a  great job  kicker if they make NOI all year long.  Same amounts, just split into 5 instead of 4.  Use the same program for the regionals.

Guest Insider This is a great conversation! Thank you for posing the question, Emily.

When I was on the direct PM side, employees were paid for leases and at a higher dollar value for renewals. The amounts varied per team position, but everyone had bonuses available for leases and renewals. The bonuses were confirmed for payout based upon completion of certain campaign duties and educationAl courses.

The education requirement was 85% of specific education goals—and Manager bonuses were dependent upon their meeting this mark AND everyone in their supervision as well—ensuring everyone on the team was given the time to complete their courses and that everyone was being similarly developed.

On the company campaign side (Submetering work, insurance work, some screening duties) all had to be verified for bonuses to be paid as well. Adding these campaign steps to the bonus structure ensured everyone stayed on top of new or on-going campaigns and worked the verification of successful completion of these tasks... Show more

This is a great conversation! Thank you for posing the question, Emily.

When I was on the direct PM side, employees were paid for leases and at a higher dollar value for renewals. The amounts varied per team position, but everyone had bonuses available for leases and renewals. The bonuses were confirmed for payout based upon completion of certain campaign duties  and educationAl courses.

The education requirement was 85% of specific education goals—and Manager bonuses were dependent upon their meeting this mark AND everyone in their supervision as well—ensuring everyone on the team was given the time to complete their courses and that everyone was being similarly developed.

On the company campaign side (Submetering work, insurance work, some screening duties) all had to be verified for bonuses to be paid as well. Adding these campaign steps to the bonus structure ensured everyone stayed on top of new or on-going campaigns and worked the verification of successful completion of these tasks right into the bonus payment process to keep this overall effort streamlined.

Have a great New Year everyone!!

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What is the most important thing to you when choosing an Emergency Telephone provider for your pool or elevator phones?

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Brent Williams

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Managers (at all levels) - what skills do you believe would be most helpful in your role? Please add additional thoughts in the comments.

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When was the last time you called all of your team together, just to say thank you and to say something that you are grateful for about each one of them individually?

Guest Insider Friday, but not individually. Was a text to the team. I am so grateful for them.

Gerry Hunt AWESOME ~ next time try doing it in person. It makes a positive difference!

Guest Insider Gerry Hunt great idea. I really want to do something nice for them. They have been awesome.

Kelly Noble We started doing a monthly drawing for prizes or cash and instead of just tickets tickets out for “good behavior” we give everyone a ticket and they have to to give to someone else and say why they are choosing that person and then we draw for the prize.

Gerry Hunt Kelly this is great! Have you gotten everyone together & personally thanked EACH one & given them a reason why you are grateful to have them on your team?

Kelly Noble Gerry not yet 😉

Leah Love I may not feel like I get a lot right in this world but I feel like I did this regularly and loved/appreciated my staff(s) so much. 20+ years ago I started in multifamily and I still talk to my first employees.

Gerry Hunt Leah this is just one of the reasons that I love you. You live in your heart!

Tracy Jamison Every staff meeting!

Mike Powers Every week informally. Every two weeks as part of bi weekly business operations reviews.
If any manager can't find a positive acknowledgement for something well done by each team member either manager is ungrateful or employee is beyond help.

Gerry Hunt Mike YAY!! If a manager can't find something positive, perhaps she/he has only been trained to see the negative.

Mike Powers Gerry Hunt tragically, the vintage style was management by exception. The negatives received attention. It took 20-30 years to move to focus and recognize success positives as the priority.

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Tips and tricks on lease ups in the dead of the winter?? Traffic has been slow with the cooler seasons. I have brand new townhomes that have been sitting for a month now and no interest. (Not to mention I’m receiving more brand new buildings soon!) We ran a one month free special on them for the...

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Guest Insider Have you heard of “plant your garden”? Of course it’s not a real garden but it’s teaching your leading people to “soft kill” the comps. As a for instance on one of our communities they had the nice large garden tubs- but so did our closes competitor. BUT the competitors tubs had the high powered jets! So I taught all the leasing agents to make a big a huge thing about the size of our tubs BUT to add “and since we don’t have jets you don’t have to worry about the last residents dead skin ending up in yur bath water”! Trust me when I say we had so many people return to say they really liked the property next door but didn’t want to deal with the dead skin issue! 🤩

Guest Insider people don't tend to move during the holidays. run a "new home for the new year" campaign

Guest Insider Lowering the price is not necessarily the best option… ever hear of Mercedes Benz discounting prices ? If you have a great product sell it as a great product. Build value by letting the customer know your property is worth more because of the service, location, floor plan etc…
No amenities is tough but people live in their home not the clubhouse…. Point out quality of construction etc

David Snyder We did two months free and offered waived application fee and half-priced administrative fee. We averaged 12 apps a month from Dec-March.

Gerry Hunt I used social media & marketplace for my clients with great success at a recent lease-up!

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This is the last in a 9-part series of “quick hit” blogs on the quickest way to uncover hidden revenue from leasing based on the presentation Bryan Pierce, Carol Enoch and Donald Davidoff gave at NAA’s 2024 Apartmentalize conference. Up until now, this blog series has focused on a variety of different amenity “fails” that arise essentially from configuration issues, whether accidental or intentional. The key is to be able to look ...

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The holiday season can be a joyous time for communities, but for property management professionals, it also presents unique challenges. Balancing festive cheer with the requirements of fair housing compliance and inclusivity is no small task. Inspections may uncover non-compliance in resident decorations, while staff communication could inadvertently reflect language that alienates or excludes some residents. Addressing these issues promptl ...

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Looking for advice: I am working with a nonprofit affordable housing company and one of the properties is in a high crime neighborhood in a small town of less than 10,000 people. The building has 24 units and has become a magnet for both homeless and addicts looking for a warm hallway to hang out and or sleep in. The property has limited money to spend, but obviously we can’t create a dangerous situation for the current tenants. I am... Show more

Brent Williams

Guest Insider Yes, between your management company and/or owners, supplying Security is under the line, and should be up to them to help you find a way to safety. It’s not “a budget thing”, if so you move things around. It sounds like you and your team are doing an awesome job of trying to keep things secure for what you have the means to do.
Sometimes the above people have to help take responsibility of the asset you’re trying to manage.
It can’t hurt to ask. But, keep up the good work, wishing y’all the best… it’s tough!

Kim Chewning Haha, unfortunately for me I am the above person -I’m working on a short term plan to take the money out of our reserve account, but obviously that is not a long term plan -as in I can’t keep hiring a security guard and use the reserve account to pay for it -thanks for your input. I’ve been doing this sort of work for 25 years and it’s the first time I feel a little like the problem is more than I can resolve- drug addicts are a whole different ball game.

Ryan Pope Do you have vacancy where you could set one up for the police officers? Like a break room they can stop by for snacks, coffee, have WiFi they can use.
Or you could comp an apartment for an officer

Bobbi McDowell Encourage your residence to report to the police any suspicious activity. Also contact your local police department and ask them if they can please walk the property at night. When you reach out to your local police department a lot of times they will work with you because this gets the headaches out of their problems. Good luck I know it's hard to do

Guest Insider I think you would be better off spending money on cameras and lighting. Also certain landscaping helps. Big pricker bushes and things with thorns
No trespassing signs and agreement from the police that they will make arrests for low level crimes
I have also found you can hire off duty cops to “patrol” ie sit there. The on duty cops come and hang with them so you end up with a large police presence. After a few days to a week the problems tend to relocate elsewhere and you can stop

Guest Insider Residents should be calling police.

Tamara Sanchez I would highly suggest you reaching out to your local councilmember to hold a meeting with them and police regarding the growing concerns. We held a few of these at my old property and met with the local police Captain at the time. I was able to establish a relationship with them and people felt more comfortable contacting them. We were able to obtain resources such as backpacks for the children and tickets to events. This eventually went to crap because our management began acting nefariously due to a loan in the complex and lack of assistance and police districting post pandemic. We had an unauthorized individual with a tenant in a severe DV situation, he was possibly trafficking minors and drugs and breaking into residents units. They were not removed from the property until this year.
You are paying taxes and those services are part of living in the community. If you can’t get a hold of them show up to one of the events. Given that it’s a non-profit complex you should be okay... Show more

I would highly suggest you reaching out to your local councilmember to hold a meeting with them and police regarding the growing concerns. We held a few of these at my old property and met with the local police Captain at the time. I was able to establish a relationship with them and people felt more comfortable contacting them. We were able to obtain resources such as backpacks for the children and tickets to events. This eventually went to crap because our management began acting nefariously due to a loan in the complex and lack of assistance and police districting post pandemic. We had an unauthorized individual with a tenant in a severe DV situation, he was possibly trafficking minors and drugs and breaking into residents units. They were not removed from the property until this year.
You are paying taxes and those services are part of living in the community. If you can’t get a hold of them show up to one of the events. Given that it’s a non-profit complex you should be okay getting additional resources and information.

SANDRA RAMIREZ Totally agree with the comment from Frances. You may be able to see if there are any city wide programs that can help with this and request a spot check by the current patrol car in your area. Host a safety meeting and invite your local police and fire department. Get your residents involved

Brooke Nuber-Soldate This may be a bit out of the box, but sometimes the best security is the community itself. I've seen it work in different areas usually near a larger city.
Invite a late night taco/food truck to use your parking lot. The extra people/patrons basically self monitor the area. Nefarious folks won't come around because it's no longer a hiding space but a community gathering space.
I've also seen partnerships with local police to leave a car in the lot as a deterrent. This sometimes comes with a lease arrangement with a cop to live on site for a discounted rate to be on-site after hours security.
Fobs and cameras are good for identifying residents that are unsafe with the exterior doors.

Allie Gartside Second what Frances said. You adjust the budget in other places and owners need to understand that sometimes they need to open up their pockets a bit more.
At the end of the day you have a problem that you are aware of and while attempting to take care of it, it’s not stopping the issue. This is a liability issue and gonna cost you ALOT more if you get sued over it.
You need security patrol. No cameras, gates or fobs are going to stop the homeless or criminals from getting in.
I’m in a relatively safe area but gets hit a lot for burglary in our garages and common areas. Fobs have not stopped the break in. A courtesy patrol that shows up once a night also hasn’t stopped them.
An armed guard or person who is physically there, is what stops them AND leaves the residents feeling safe by the security’s presence.
You don’t likely need 24/7 security but after hours for sure. Then make sure your guards switch up their patrol patterns. I’ve experienced homeless just lying in wait, figuring... Show more

Second what Frances said. You adjust the budget in other places and owners need to understand that sometimes they need to open up their pockets a bit more.
At the end of the day you have a problem that you are aware of and while attempting to take care of it, it’s not stopping the issue. This is a liability issue and gonna cost you ALOT more if you get sued over it.
You need security patrol. No cameras, gates or fobs are going to stop the homeless or criminals from getting in.
I’m in a relatively safe area but gets hit a lot for burglary in our garages and common areas. Fobs have not stopped the break in. A courtesy patrol that shows up once a night also hasn’t stopped them.
An armed guard or person who is physically there, is what stops them AND leaves the residents feeling safe by the security’s presence.
You don’t likely need 24/7 security but after hours for sure. Then make sure your guards switch up their patrol patterns. I’ve experienced homeless just lying in wait, figuring out patrol patterns and then making their move. So every night, switch it up.
Again only so much lighting, gates and shrubs you can.
If you don’t have them already either, get the lock plate covers for your doors so they can’t be pried open.
Send out communications to your residents about not propping doors open. Assist new residents or move outs with a schedule that way they don’t prop doors and leave your building vulnerable.

Bobbi McDowell I had vagrance coming into my property at night to spend the night in the laundry room and other rooms that were accessible during the daytime. I started locking them up and they were only available to go in during the daytime. This stopped a lot of the vagrants

Guest Insider Would you be willing to offer an exempt unit to a police, or sheriff officer? You can hold them to a contract other than the lease, but maybe having actual police presence might help slightly. If not I would at least contact your police chief and city to see what can be done to get you relief. Maintenace doubling as security won’t help, it can be a liability if they get hurt due to crime (because it’s not their job) or if they hurt someone else for the same reasons. I understand you’re saying the police and city have their own issues but if your property is breeding ground for illegal activity, it would be in their best interest to help you because it helps them.

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What was one of your favorite gifts you received in an office gift exchange or from a coworker? Looking for unique ideas for ours. TYIA 😉

Guest Insider A hand held Smoothie Blender and a Stanley Cup.

Guest Insider Amazon gift card, lottery tickets, company branded luggage tag or other swag, yeti or nice tumbler, battery charging pack, of course alcohol always seems popular, free PTO coupons

Mya Estrada Great question!! Feel like a lot of people are probably wondering this same thing.

Brooke Nuber-Soldate A literal white elephant figurine for white elephant was quite the hit.

Michael Dvorscak I once gave a coworker a pint of 5 O clock Vodka and cockroach I caught. It was a White Elephant exchange.

Nicole Coschigano My team gave me a sterling silver toggle bracelet w/ a thick heart charm.

Tracy Jamison A coffee mug warmer or a plug-into-the-wall scented wax warmer (doesn't take up space on my desk). Less than $15. Do have to remember to turn them off though.

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Hello all,
Looking for info on breed restrictions. What management companies are accepting all breeds? Are you requiring any additional insurance at all due to allowing all breeds? TIA

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Katrina Avila RPM

Chris Hurst Preston Communities

Karen Kossow Paradigm Management (we're DC Metro based). We don't require additional insurance but do require insurance for those at affordable communities who have pets (in our jurisidictions as the pet is optional, we can require renters insurance for those who opt to have pets).

Guest Insider Lexington, no additional insurance required. I also know MAA does it.

Guest Insider We have no weight limits or breed restrictions. This is per my owner show is very pet friendly.

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Lauren Niziol is friends with Tiffany De Alva

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We know that brand voice is tricky—how do you determine it, and how do you stay consistent? What is the right path to take? Take your own personal brand voice for starters. What everyone really needs is a worksheet. Hard-hitting (but fun) questions to guide a brand into its truest shape. Walk through the various bits and bobs with us—and note how it may shift based on the personal or professional side of things and see how your brand voice can co ...

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Gift ideas for staff members for Christmas, inexpensive but meaningful?

Guest Insider Lottery tickets, favorite things baskets. I always have all employees fill out a favorite things sheet at hire then annually. Really helps me and their managers when getting gifts they will actually want.

Ursula Gerson You could have ornaments made on Etsy or give everyone a lottery ticket!

Guest Insider We decorated stockings so I am filling those on Christmas Eve. Maintenance are getting Yeti coffee cups, my assistant manager is getting a bar set and my leasing is getting a spa set. I only have 4 so I am letting myself spend a bit more

Guest Insider I do gift cards and cash. Can’t go wrong

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This is the eighth in a 9-part series of “quick hit” blogs on the quickest way to uncover hidden revenue from leasing based on the presentation Bryan Pierce, Carol Enoch and Donald Davidoff gave at NAA’s 2024 Apartmentalize conference. For our penultimate (yes, I love that word) amenity fail, we turn to floorplan offsets (also called square footage adjustments) that are too high or too low. In our experience, this single fail rep ...

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As we approach 2025, the commercial real estate (CRE) sector is staring down the barrel of a massive wave of loan maturities—a challenge compounded by the current high interest rate environment. What does this mean for multifamily investors? Key Takeaways: • $100 Billion+ in Loans Maturing:Approximately 15% of conduit CRE loans may fail to meet refinancing standards, even with rates below 6%. • Sector-Specific Risk:While office spaces face t ...

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