lyst at an institutional investor. “It is difficult to get the time
and attention I need to learn and grow within my position.
There is simply not enough leader-types to guide
junior people, and those left behind can only
fend for themselves.”
Of course, any agent, young or old, needs certain data points and tools to do the job. Our latest
poll indicates that 50.8% agree that they have the
proper information to accomplish their tasks,
down from 59% last year.
However, several respondents indicated that
they could always use more. “We are extremely
frugal—in my mind—on critical marketing items
and projects to the point where it may lead to missing out on
opportunities,” said a director of investment programs at an
institutional investment company.
Of course, tools and technology can never be a substitute for
creative thinking, according to a managing partner at a national
owner/investor. “There is never sufficient information or tools
required to do my job. If there were, then they’d hire a monkey to
do it. Part of why they hire people in my position is to figure it out
and be innovative.”
At the same time, senior executives may have
differing views on technology than their younger
co-workers. “Upper management, being a part of
the baby boom generation, is constantly asking
why we need certain technology and questioning
the use of the Internet,” said an assistant account
executive at a Midwestern service provider.
“I went a year without much feedback and only within the last
six months have I come under scrutiny from my managers who
are realizing too late that I did not have any mentoring, training and support to foster my growth
and development,” said a 29-year-old acquisitions
analyst at major institutional investor.
Giving proper feedback to employees may have
taken a backseat to integrating companies that
have merged in recent years. Said a manager at an
international development firm: “I work for a couple of managers who are borderline retirement age
and were part of another company that we bought.
They really don’t appear interested in my goals.
They are still adapting to the changes rather than bringing
changes to the table.”
Despite the wobbly economy, 48.1% agreed that they have
been given the opportunity to grow professionally and learn in
the past year. That is above 2007’s 44.8% figure.
According to some of the comments, those expansion possibilities came from the employee’s own initiative, not from the
company. “I have had the opportunity to grow and learn, but
on a self-directed basis and with no structured training
scheme,” said an international director with a
brokerage firm. “But I can’t be ungrateful, since
I’ve been given the chance to prove my capabilities. But more interest from the company would
be desirable.”
Agreed they have the
information and tools
required to do their jobs.
Said in the past year, they
have had opportunities to
grow and learn.
“Employees Need Feedback!”
When asked if they receive regular recognition
or praise for good work, more than half— 51.3%—
said they do, a bit below the 53% recorded in 2007. As some
comments indicated, that means an equal number do not feel
they are being properly lauded.
“No formal feedback process in place,” said an associate at a
development firm in the Northeast. “This is very frustrating.
Employees need feedback!”
For the senior financial analyst at the multifamily developer,
praise is nice, but so is cash. “The team is very appreciative of
my efforts, although a monetary component to a job well done
would be more substantial than an e-mail. But I
would take sincere recognition any day since that
translates to many intangible benefits long term.”
Do companies dangle ample dollar signs to
make employees work better, harder, faster?
Some 42% said their companies offer sufficient
incentives to do well; in 2007, 44.8% had the
same response.
Yet several of the comments hinted that the
economic slump is cutting into bonus packages.
“There hasn’t been a raise or bonus for a year-and-a-half and it doesn’t look like there will be any of that any
time soon,” said a director of investment programs at a
national institutional investment firm.
Bonuses are “partially impacted by the current economic
environment but also speaks to the success, or lack thereof, of
the overall company,” stated a VP at a Northeast bank.
Asked about whether someone has spoken to them in the
past six months about his or her progress or professional
growth, almost 45% agreed that was the case, nearly the same
percentage as last year.
“Against a Wall”
For some, the problem is a lack of flexibility from
senior executives. Said the acquisitions analyst at
the investment firm: “I have had opportunities, but
always come up against a wall each time because
management prevents junior people from going outside of their
bounds.”
Others prefer learning by doing. “The work environment has
been consistently engaging and this provides growth,” said the
senior financial analyst with the multifamily development company. “I don’t view sitting in a seminar for two days as necessary
for growth. Give me something to work on and the bandwidth to
make decisions and that is a professional growth exercise worth
taking.”
Nearly half— 47.9%—agreed with the assessment
that their opinions and ideas are valued at work.
That’s up from the 2007 survey, when 40.7% indicated that was true.
“Being the only female investment professional
in my firm, my perspective is unique and listened
to,” said an associate at a national fund manager.
“In some areas, they are valued. In others, not
so much,” said the director of investment programs at a national institutional investment outfit.
And then there are those companies that have
made a concerted effort to bring its next generation of executives into the decision-making process. “I’ve had the chance to
contribute a lot of original thought,” observed a 29-year-old
senior analyst with a development firm based in the West, “and
I feel that I’ve affected the outcome of many major decisions.”
That’s something all employees, newbies and seasoned pros
alike, hope to find within their careers. ◆
Agreed their opinions and
ideas are valued at their
companies.
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