How can you keep your corporate real estate talent?

1 Understand their needs

The first step to keep your CRE talent is to understand their needs, motivations, and aspirations. You can use various methods, such as surveys, interviews, feedback sessions, and performance reviews, to gather insights into what they value, what they expect, and what they want to achieve in their careers. By understanding their needs, you can tailor your talent management strategy to address their pain points, support their development, and reward their contributions. You can also use this information to create a positive and inclusive culture that fosters collaboration, communication, and recognition among your CRE team.

2 Provide opportunities for learning and development

Another way to keep your CRE talent is to provide them with opportunities for learning and development. The CRE field is constantly evolving and requires professionals to update their skills and knowledge to stay relevant and competitive. You can offer your CRE talent various learning and development opportunities, such as training courses, mentoring programs, coaching sessions, certifications, and online resources. You can also encourage them to pursue their interests and passions, and support them with flexible schedules, financial assistance, and recognition. By providing opportunities for learning and development, you can help your CRE talent grow their capabilities, confidence, and career prospects.

3 Empower them with autonomy and accountability

A third way to keep your CRE talent is to empower them with autonomy and accountability. Autonomy means giving your CRE talent the freedom and flexibility to make decisions, manage their work, and solve problems. Accountability means holding your CRE talent responsible for their actions, results, and impact. You can empower your CRE talent with autonomy and accountability by setting clear goals and expectations, providing them with the resources and tools they need, delegating tasks and authority, and trusting them to deliver. By empowering them with autonomy and accountability, you can boost their motivation, creativity, and ownership of their work.

4 Align them with the business objectives

A fourth way to keep your CRE talent is to align them with the business objectives. Alignment means ensuring that your CRE talent understands how their work contributes to the overall vision, mission, and strategy of the organization. It also means involving them in the planning, execution, and evaluation of the CRE initiatives and projects. You can align your CRE talent with the business objectives by communicating the purpose and value of the CRE function, sharing the goals and progress of the organization, soliciting their input and feedback, and celebrating their achievements and impact. By aligning them with the business objectives, you can enhance their engagement, commitment, and loyalty.

5 Offer competitive compensation and benefits

A fifth way to keep your CRE talent is to offer them competitive compensation and benefits. Compensation and benefits are the monetary and non-monetary rewards that you give your CRE talent for their work. They include salary, bonuses, incentives, stock options, health insurance, retirement plans, vacation time, and other perks. You can offer your CRE talent competitive compensation and benefits by benchmarking the market rates, assessing the performance and potential of your CRE talent, and customizing the packages according to their needs and preferences. By offering competitive compensation and benefits, you can attract, retain, and reward your CRE talent.

6 Support their well-being and work-life balance

A sixth way to keep your CRE talent is to support their well-being and work-life balance. Well-being and work-life balance are the state of being healthy, happy, and satisfied with one's personal and professional life. They involve managing the physical, mental, emotional, and social aspects of one's life. You can support your CRE talent's well-being and work-life balance by promoting a healthy and safe work environment, providing wellness programs and resources, encouraging breaks and rest, and respecting their boundaries and preferences. By supporting their well-being and work-life balance, you can improve their productivity, performance, and retention.