PEOPLE & CULTURE
21
In 2024, we significantly expanded our professional development initiatives to equip our team members with the skills and knowledge needed to thrive in today's dynamic business environment. We enhanced career planning and performance management to foster deeper feedback and development discussions by integrating our six Core Values into employee evaluations and introduced a feedback module to further enrich performance reviews. We are committed to developing talented professionals who drive innovation and excellence across our organization.
NEW ANALYST PROGRAM
LEADERSHIP DEVELOPMENT PROGRAM
CONTINUOUS LEARNING COURSES
Our New Analyst Program provides a structured foundation for onboarding talent, blending training with relationship-building opportunities that support integration and professional development. During our annual July training period, analysts participate in education covering four key areas: Greystar foundations, business functions, property operations, and skills development through workshops and capstone projects. This approach aims to provide them with essential technical skills including real estate investment fundamentals and underwriting, and soft skills such as teamwork and problem-solving. The program also includes relationship-focused curriculum, pairing analysts with onboarding buddies for peer support during their first six months and connecting them with senior leader mentors at the Director level and above. This multi- layered support system ensures analysts successfully integrate with their teams when joining local operations in August, creating a strong foundation for their career growth and strengthening our organizational culture.
We expanded our comprehensive Global Leadership Development Track (GLDT) in March 2024, a 14-week program designed to cultivate leadership excellence across all areas of the Greystar business at the Director level and above. This development program addresses our need to grow our talent in a manner that ensures strong self, team, and business leadership. The program was designed to support 134 recently promoted global leaders, nominated by their respective business lines, as they transition into their new roles and take on greater responsibilities. Programming included a blend of in-person and virtual sessions, 360-degree feedback facilitated by certified coaches, and MBTI assessments for psychological preference insights. Participants engaged with business-specific challenges and benefited from a development playbook leveraging self-analysis and company competencies.
We introduced three new virtual webinars available to all team members. Built to foster a culture of continuous learning, new webinars included a ‘Generational Dynamics’ webinar which helps participants understand and leverage the strengths of the five generations in today's business environment; a ‘Time, & Attention Management’ workshop, which addresses time management challenges through three integrated practices; and a ‘Your Story’ workshop, which helps employees articulate our company culture and their personal connection to it when engaging with internal and external stakeholders.
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