3 Key Tactics to Drive Employee Retention and Satisfaction

If you’re losing good people, the problem may not be pay—it may be leadership.

Turnover in multifamily isn’t always about wages. Sometimes your store teams feel undervalued, unheard, and unsure of their future. The average tenure for property managers is under three years—and that’s a red flag for any operator serious about long-term performance.

People Stay Where They’re Seen and Supported

Let’s be honest. Many on-site teams operate in a pressure-cooker. They’re managing resident issues, chasing KPIs, and covering for gaps in staffing. And too often, they’re doing all of it without meaningful recognition or support.

According to Gallup, employees who feel recognized are 63% more likely to stay with their current employer. The good news? Recognition doesn’t have to be expensive. It just has to be consistent and tied to real performance.

Entrata makes this easier by tracking KPIs like lease conversions, maintenance response time, and resident satisfaction—giving managers real data to celebrate wins and reward team members fairly.

One-on-Ones Aren’t Optional—They’re Essential

While team meetings are helpful, one-on-ones are where trust is built. These regular check-ins are where you learn what’s working, what’s not, and what your team needs to succeed. Use them to ask:

• What’s the most frustrating part of your day?
• What would help you do your job better?
• Where do you want to grow in your career?
  
  

When you listen and take action on what you hear, employees feel valued. They’re more likely to stay, perform better, and become advocates for your company.

Build a Career Path, Not Just a Job Description

In a high-turnover industry, long-term thinking matters. Too many site-level employees don’t see a clear future with their employer. Give them visibility into growth opportunities through internal promotions, upskilling, or simply recognizing and rewarding great work.

And remember: internal referrals are one of the best sources of new talent. Employees who feel supported will naturally bring others along.

What This Means for Decision Makers

If your culture doesn’t prioritize employee well-being and growth, no amount of pay will keep your best people. But when you combine recognition, regular feedback, and real career conversations, you create an environment people want to stay in.

The result? Lower turnover. Happier teams. And residents who notice the difference.