Katie McCaslin, Senior Director Product Learning Solutions for RealPage, led this session involving the complete transformation that has happened in the rental housing industry. Learning Management systems have exploded onto the market and are exponentially increasing productivity while decreasing the costs of in-person training. Accompanying her was a panel of actual RealPage EasyLMS customers who shared their experiences about how the system and these trends are making a difference in their companies.
- Gina Carter, VP Operations, Blue Ridge Companies
- Morgan Bartkowiak, Multifamily Training Supervisor, Continental Properties
- Sam Brooks, MIS Director, KMG Prestige
- Alan Walsh, SVP Human Resources, CF Real Estate Services
They’re transforming training from a “to-do” to something that’s focused on a long-term career path.
Gina – “Our employees actually want to login and train”
Alan– “Our employees HATED to train a few years ago.”
Here, Katie said, are the keys to successful training.
1. One platform, full visibility
Centralization is key to getting employees trained correctly. That means management and compliance, as well as company and custom content compliance should all be on the same platform so that it’s tracked and maintained. Otherwise, the human desire to “just get things done” takes over and training can go by the wayside.
And payroll can be uploaded into the system for new employees and exits. It’s also important to set up learning groups. If you have a specific roles, you can assign specific classes.
Gina- “I haven’t had to take out my laptop once because my people are well-trained.”
Morgan – “We use every RealPage product, so it’s nice to have all of the RealPage product training in the same platform. New hires are also getting the company culture right away because they take the courses they need in the beginning.”
Sam Brooks – “It’s great to have things automated. They can automate roles, passwords, classes to take, and also have users automatically assigned to groups since you do not to assign each individual separately. You save so much time removing the administrative work like assigning classes for specific individuals.”
2. You can’t manage what you don’t measure
We’ve entered into a new age where almost every activity can be measured. No more “that’s the way we’ve always done it,” or “that worked at my last company.” If you don’t collect and measure the data, then you won’t know if your training program is working.
Sam and Alan shared that with reporting, directors can see more than just their immediate reports, but all the way down their chain. Onsite is busy, so it’s good to help manage and track their site’s progress for them.
A question was asked- can I build a “naughty list” for who hasn’t taken what training? Katie’s answer was “Yes. You can even call it the ‘naughty list’ and have it sent automatically every Monday morning.”
3. Motivation and recognition are paramount
Katie’s favorite topic – “It’s so important to tell them you value what they’re bringing to the table every day.” And not just in training. It’s not enough to train. You have to continually motive employees to train. Employees are already asking for it. 31% of employees say that better training would increase engagement and loyalty. This is where the trend of motivational mechanics comes in. Providing positive reinforcement does make a difference.
Gina – “More training means less support. We don’t want long time folks always being on top of the leaderboard so we reset points every month and have regular safety courses that keep people rotating.”
Alan – “I wanted to earn the selfie badge, so I had some folks meet me in the aisle to take a selfie. Learning is now fun.”
Sam – “We talk about where are we driving training, what’s working and I go in and make small changes. What happens is that the increase in automation allows you to focus on the more meaningful stuff.”
4. An actionable and meaningful experience
Gone are the days of long training manuals and lectures. Training needs to be entertaining, quick and to the point. Think YouTube. You’ve got lots of different kinds of people in your company, so you have to appeal to everyone and make it easy for all of them.
Morgan – “We’re pushing new hires and also people who want to further their career.”
Sam – “Courses are small so they can do a lesson and come back. We tell them what they need to get done but we don’t restrict any course. Train as much as you like.”
5. Manage your talent for the long haul
Panelists shared that it’s important to tell employees what’s in it for them, where they should go and what they should do. If you provide them with a path to success, they’ll take it. Managers should make sure that path is for the long haul, not just for each single session, and show them how they’re doing with performance reviews.
An attendee asked, “How long does it take to fully implement?”
Alan – “For us, it took 2 weeks of uninterrupted time, setting up groups and getting everything ready. There’s a deep bench at RealPage set up to make our lives easier. It was very seamless and the support was great.”
Gina – “It took us the same amount of time. The longest part was, for us, figuring out our learning groups and training paths.”
All attendees shared that they love the EasyLMS platform and it has identified new opportunities and new individuals who want to grow their careers at their companies. All of these trends add up to some pretty big changes in the way that learning and development are happening in the rental housing industry.
For more information on RealPage’s new learning management system that capitalizes these trends, visit EasyLMS.