HELP. I took over a property and the staff is so unmotivated.

HELP. I took over a property and the staff is so unmotivated. I have tried having one on ones asking what support they needed, always making sure to come in everyday in good spirits, helping everyone with anything I can and it seems like no one wants to work or be there. I have even done team lunches for everyone to be able to relax and get to know each other. Offered extra bonuses and incentives. Any advice?

If all efforts have been exhausted, it’s time to start thinking replacement.

I would sit them down as a group and tell them this exact thing. Tell them what the goal is and ask for their input on how to get there. The only thing left after that is getting rid of the ones who aren’t doing their job.

Dealing with the same thing. We’ve turned over 80+% of the portfolio at this point and they’ve tanked these properties. Doesn’t matter what we’ve done to help motivate, give incentives, treat to lunch, have one on ones, use write ups, extra training, mentoring, literally tried everything.
But we have to remember what kind of world we are living in right now. No one cares anymore for good reason. We are facing massive political collapse, world war, unsupportable and unsustainable economy, constant environmental disasters…. I can’t blame people at this point for not caring about a job that causes mental and sometimes physical abuse. I don’t have an answer how to get people to do their jobs anymore. It’s way bigger than just our offices or our companies.

The two biggest things that have helped me turn around unmotivated staff is encouragement and praise. Once I started praising even the smallest win, they started getting excited about their work! We got a contract for the day, praise! One of my team members countered an objection successfully, praise. Being in student, my team members are a tough crowd ? I sent out a form when I first got to my current property asking the team what their favorite candy was, their favorite lunch, coffee order etc and asked how they like praise whether public or private. Most all of them said private - but I found after giving private praise that they actually like public praise too.

We have daily huddles. 15 minimum every day. Everyone says a high, low and stuck! Can be personal, can be professional. I have also asked what percentage that had to give that day. If they say 50%, ok let’s as a team assist where we can. Our team together is going on 2 years. It was difficult in the beginning, but we have a great team. We also have a brag board in my office. I fill with positive reviews from residents, pics of events they have in their personal life, highs from wins as a team, and so on. Celebrate them daily!!

It you wholeheartedly had the one on one's, lunches, offered incentives and lead by example (building trust). Next find the one that is toxic get them out, asap it's like a cancer and spreads to the whole team.

At this point be more direct.
“I understand it’s been a rough go, maybe prior managers haven’t been supportive. I’m here to support you, but I need you to help me- help you. Is that something you want to do?”
If the answer is no, then it’s time to move on. If the answer isn’t yes, it’s time to move on.

Sounds like you need a contest! With all the people desperately needing work you will have zero problem replacing the unmotivated.

Do a competition with a a day off with pay as a reward and try to motivate them.

Sometimes you just have to start cutting & hiring fresh too... if they have lost their spirit, they have to get it back. Offer them the tools. It's up to them to pick them up.

If the flies aren't going for the honey, maybe it's time to try some vinegar

That is called Team Building! Great job!! We have to remember that they have probably had years of unsatisfactory management and then abandonment. You have to build trust. They are all more than likely worried about being let go because of the new change. Threatening to fire then will not help. Evaluating their individual strengths and weaknesses is a start. Build from there.

You cant put up with this.
The younger generation is simply trying to change the world in a way that it becomes all about them and not the bottom line.
You simply have to fire the folks that are not willing to perform and excel.
What do you think your boss is going to say to you if this persists ?

There are some fantastic ideas in this book: Journey to a Rainforest Team Culture by Jason Kae.
It takes place in a leasing office and is all about team engagement and employee satisfaction!

Books ?
How about Real Life experience and Knowledge ?
Most of these folks are only just entering the work force and trying to tell us how its going to be.
We have to stop thinking that we need them when the real truth is they need us.
After they sit on there rumps long enough they will figure it out.
Dont cater to them because you are only making this situation worse for everyone in this business if you do.
Dont Woke Up, Wake Up Please!

Never expect what you don't inspect! Set your expectations in a very detailed way. The day starts at, the units are walked by, the service requests are reviewed and prioritized by, Broad strokes won't work until they know exactly what you expect. Show up early/leave late. Delegate and set a timeline expectation. Verify everything. Call back service requests in front of personal so they know it's happening. Ask if the leasing person called back guest cards and call one in front of them. A simple chat to see if there were any questions Leasing staff didn't answer when you spoke with them earlier today. Sometimes employees don't understand "support" but they might better understand " do you prefer to call back prospects or walk units.