Posted by netintegrity

6 Common Characteristics of Highly Engaged Organizations

6_Common_Characteristics_of_Highly_Engaged_Organizations.jpgBy now you’ve probably heard plenty of statistics that support the importance of employee engagement in a successful business. Disengaged employees can have a significant and negative impact on your organization, from higher turnover rates to a toxic work environment, which hurts productivity and the bottom line. The good news is, those companies with highly engaged employees tend to embody the same common characteristics from which you can learn and model in your property management firm. Those traits are as follows.

Exceptional Communication

The more connected your employees feel – both to each other as well as to your property management organization as a whole – the better they will perform. Highly engaged companies make communication a top priority by investing in things like internal social networks and implementing tactics like daily huddles to keep everyone focused, plugged in and up to speed.

Get the full scoop on How to Build An Extraordinary Property Management Team. Download our free resource guide.


Some of the biggest barriers to employee engagement are put in place by none other than those in top leadership positions. By locking themselves behind closed doors, the segregation causes a trickle-down effect and makes employees at lower levels of the organization feel completely disconnected. Instead, management should be visible and approachable.

Targeted Meetings

Too many gatherings or those that don’t seem to serve a purpose other than to waste employees’ time and energy can really zap engagement levels. Before calling a meeting, make absolutely certain the goal couldn’t be accomplished through other means (like email), and then make a conscious effort to optimize and respect your employees’ time by using an agenda, staying on topic, limiting long-winded discussions, etc.

360-Degree Feedback

You probably already have policies in place to measure the performance of your front-line employees, but what about those who are leading your property management organization? Surely they are not exempt from growth and improvement. Highly engaged companies not only encourage feedback from all directions, but they actively use that information to make their workplaces even better.


A good majority of organizations that are winning the war for top talent have one thing in common: they empower their employees. The reason for this is simple. When people feel as though they are a direct contributor to a bigger goal, they’re more likely to personally plug in and take pride in achieving that goal. Make sure employees on every level realize their role in the “big picture” and include them as an important part of the success of your property management company.

Related Post: Leveraging Leadership to Boost Employee Engagment


Last, but certainly not least, employees that are allowed to connect and enjoy time with each other and with those in leadership on a more casual, personal level tend to naturally work better together. Companies that consistently score high on the engagement meter incorporate down-time and encourage fun in and out of the office. Even doing something as simple as organizing a luncheon, or hosting a cocktail hour after work can help win your team over and make them feel connected.

Studies have shown that highly engaged employees are 38% more productive than their counterparts. This, in turn, leads to higher service levels and a greater degree of customer satisfaction, which can have a direct and positive impact on your bottom line. Are you doing enough to keep your team members engaged and plugged into your business? By modeling the behaviors, habits and characteristics above, you can develop your property management organization into a highly-engaged, profitable enterprise.

Get the full scoop on How to Build An Extraordinary Property Management Team. Download our free resource guide.


Attracting and Retaining Talent to Grow Your Property Management Company

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