Slides from Scottish Letting Day 2023 - President's 2 speaker sessions

1. Scottish Letting Day 2023
Conference partner:
Conference sponsors:
President’s 2 sessions
Conference and exhibition 8 November 2023
Scottish Letting Day

2. Employee retention for letting
agents
Elspeth Boyle
Landlord Accreditation Scotland
Scottish Letting Day 2023
Scottish Letting Day 2023

3. Employee retention
Scottish Letting Day 2023
www.landlordaccreditationscotland.com

4. Your team
When did you last stop to look at your team dynamic?
What does a day in the office, remote or otherwise look
like?
How are you assessing staff performance?
BIG questions

5. Microsoft, British Council, Forbes, McKinsey & Co
have all conducted research during 2022 and 2023
into attracting and retaining talent.
It isn’t all about money
The research

6. These findings held across all five countries surveyed
(Australia, Canada, Singapore, the United Kingdom,
and the United States)and were broadly consistent
across industries

7. Communication
At the heart of everything you do.
When do you talk to the team about your visions and mission?
Do they understand the part they play?
Do they feel their contribution is valued?
What does that value look like to them?

8. Vision Mission
Vision Mission
Does your team understand your company’s vision?
A vision is where the company is going. It's what the
future looks like if goals and intentions are
accomplished. It should be the driving force of how the
company defines success.
Does your team know what your vision is and the part
they play in making that happen?
It’s the what, who, and why.
What the company does, who it serves and the road
map to making the vision tangible.
Mission statements are used to help define the
immediate goal and stay focused on the plan. Your
team needs to understand your mission to keep them
on task and able to achieve. It is the "do" process to
create a positive culture and can be the thing that
moves all else forward.

9. Make communication a two-
way street
Do you have an organised performance
review programme?
Could be something informal but needs to be planned.
Staff need to know when their performance will be
assessed, what they are working towards, why their
roles with your company matters.

10. The benefits
Promote teamwork
This discussion is your opportunity to promote
collaborative working. Hear how the team is
working from their perspective.
Motivate
Your teams need to hear from you about the
progress being made, even when things may not
be perfect. Talk about the way forward by learning
from things that have not gone so well.
Inspire trust
When teams hear what you are planning, how you
see the future, they trust that you can see their
place in that future.
Provide purpose and direction
Importantly, make sure everyone knows the
direction of travel. Goes back to vision and
mission. It is important to re-emphasise from time
to time.

11. Not just the cost of engaging a recruiter or your time if you undertake
the recruitment process.
Add to that figure:
• the loss in productivity
• the effect on team morale
• the time it takes to train a new employee, and pressures on other
colleagues to soak up additional work.
The cost of failure to retain talent becomes very clear.
When an employee decides to move on because they don’t feel
rewarded, the cost of recruitment is often more than paying the
employee the salary increase, or implementing the reward they may
be asking for and deserve.......
Losing a team member is expensive
Food for
thought

12. Learning and development
Impact on recruitment
and retention
Learning provides employees with a sense of
professional growth and drives performance
A Gallup study found that 65% of job seekers choose organisations
based on the quality of upskilling opportunities provided.
To attract talent, you need to communicate that your organisation grows
skills and provides career pathway options for employees to advance.
To retain talent, you need to focus on creating an environment that
enables people to be at their best, where training is not seen as an
admission that you are lacking skills, it is about gaining more.

13. Learning and development
Impact on recruitment
and retention
Creating a learning culture
A recent Microsoft Work Index found that 76% of employees would
stay at their company longer if there were more L&D possibilities.
Companies need to focus on creating and enabling an environment
for people to be at their best.
Offering employees various options for learning and professional
development is just one part of the equation. Getting buy-in and
commitment from the team for the training you are offering is vital.
Staff will become valuable to your business and they in turn will feel
more valued.

14. 5 steps to take now
Skills alignment - what skills do you need to sustain and grow
your business?
Establish a training plan - how will that be managed?
Take a personalised approach to each member of staff -
who will fit best with the skill you need and who will benefit
most?
Identify skills gaps - now you have identified what you need,
do you have those skills?
Put in place an evaluation process - are you reaching your
goals?

15. The “sticky workplace”
What makes people want to stay?
Listening to your staff, anticipating and addressing their
concerns, fostering a sense of community, and measuring
outcomes.
Rather than conducting only exit interviews, for example,
has your company implemented “stay” interviews, asking
people in the most critical roles how they are doing and
what they need to continue in those roles?
Does your team feel appreciated at work?
When was the last time you thanked them for a job well
done (or for anything)? Are you making them aware of the
positive impact their work has on the business?
More food
for
thought

16. LAS can help
Learning and development solutions
for every lettings team
www.landlordaccreditationscotland.com

17. £10 off training courses
through emailing list subscription*
*Some restrictions apply. Full details available from the LAS Team at Stand 23

18. Sessions now available to attend
Scottish Letting Day 2023
Scottish Letting Day 2023
Cap & Thistle Energy efficiency update
President’s 2 (current room) Cyber security in the modern workplace
Moncrieff Going, going, gone!
Thistle 2 Market updates and forecasts
Centenary Funding promotion of education, training and best practice in Scotland’s
PRS
Aspray: insurance claims management for letting agents and landlords

19. Cyber security in the modern
workplace
Phil Eldridge
Shackleton Technologies
Scottish Letting Day 2023
Scottish Letting Day 2023

57. Sessions now available to attend
Scottish Letting Day 2023
Scottish Letting Day 2023
Cap & Thistle Buy-to-let market panel discussion
President’s 2 (current room) Talking Deposits LIVE
Moncrieff Your voice CAN make a difference to future policy
Thistle 2 Don’t despair about repair
Centenary Embracing change: the key to growth in Scotland’s rental market
Ariston UK: our product and services

58. Talking Deposits LIVE
Mike Smith, SafeDeposits Scotland
John Blackwood, SAL
Scottish Letting Day 2023
Scottish Letting Day 2023

60. SCAN THIS QR CODE TO ACCESS THE
TALKING DEPOSITS QUESTION AND ANSWER DOCUMENT
ON YOUR PHONE OR TABLET

61. Scottish Letting Day
Lunch is now served in the Thistle and President’s main suites
Speaker programme resumes at 13:15
Please visit our exhibitors’ stands
Scottish Letting Day 2023
Conference partner:
Conference sponsors:

62. Scottish Letting Day
Scottish Letting Day 2023
Tweet #LettingDay
Conference and exhibition 8 November 2023
Conference partner:
Conference sponsors:

63. Selling your lettings / estate agency
– preparing and process
Tracy Bradley
Haversley Group
Scottish Letting Day 2023
Scottish Letting Day 2023

64. Selling your lettings or estate agency

65. About Haversley
Dedicated to supporting our clients,
every step of the way

66. Planning and process
“By failing to prepare, you are
preparing to fail”
Benjamin Franklin

67. Deciding to sell
Reasons to sell:
• Retirement
• Other business interests
• New opportunity
• Lost interest in business / industry
What does a successful sale look like?
• Maximise your selling price
• Reputation of your brand
• Looking after your team

68. Preparing for sale
1. Financials and portfolio information
2. Business valuation
3. Document processes and systems
4. Resolve legal and compliance issues
5. Identify key personnel and future growth
6. Risk management

69. Selling process
1. Seller questionnaire
2. Business information pack
3. Go to market
4. Meet potential buyers
5. Negotiation and agreement
6. Due diligence
7. Expected completion is 8-12 weeks

70. Questions
Over to you…..

71. Be aware
Things that can catch you out:
• Unforeseen liabilities or legal issues
• Sudden revenue or profit changes
• Issues with financing or funding
• Client or customer concentration

72. FAQ’s
• How long do I need to be involved
following the sale of my lettings / estate
agency?
• What are the tax implications of selling
my business?
• What kind of confidentiality measures
should be taken during the sale process?
• How long will it take to sell my lettings /
estate agency?
• What are the terms of the sale?

74. Not all agencies are the same

75. Sessions now available to attend
Scottish Letting Day 2023
Scottish Letting Day 2023
Cap & Thistle What are the current tax issues impacting property letting?
President’s 2 (current room) Employee retention for letting agents
Moncrieff Insurance – the power of protection
Thistle 2 Energy efficiency update
Centenary Demo of Novoville Shared Repairs app

76. Employee retention for letting
agents
Elspeth Boyle
Landlord Accreditation Scotland
Scottish Letting Day 2023
Scottish Letting Day 2023

77. Employee retention
Scottish Letting Day 2023
www.landlordaccreditationscotland.com

78. Your team
When did you last stop to look at your team dynamic?
What does a day in the office, remote or otherwise look
like?
How are you assessing staff performance?
BIG questions

79. Microsoft, British Council, Forbes, McKinsey & Co
have all conducted research during 2022 and 2023
into attracting and retaining talent.
It isn’t all about money
The research

80. These findings held across all five countries surveyed
(Australia, Canada, Singapore, the United Kingdom,
and the United States)and were broadly consistent
across industries

81. Communication
At the heart of everything you do.
When do you talk to the team about your visions and mission?
Do they understand the part they play?
Do they feel their contribution is valued?
What does that value look like to them?

82. Vision Mission
Vision Mission
Does your team understand your company’s vision?
A vision is where the company is going. It's what the
future looks like if goals and intentions are
accomplished. It should be the driving force of how the
company defines success.
Does your team know what your vision is and the part
they play in making that happen?
It’s the what, who, and why.
What the company does, who it serves and the road
map to making the vision tangible.
Mission statements are used to help define the
immediate goal and stay focused on the plan. Your
team needs to understand your mission to keep them
on task and able to achieve. It is the "do" process to
create a positive culture and can be the thing that
moves all else forward.

83. Make communication a two-
way street
Do you have an organised performance
review programme?
Could be something informal but needs to be planned.
Staff need to know when their performance will be
assessed, what they are working towards, why their
roles with your company matters.

84. The benefits
Promote teamwork
This discussion is your opportunity to promote
collaborative working. Hear how the team is
working from their perspective.
Motivate
Your teams need to hear from you about the
progress being made, even when things may not
be perfect. Talk about the way forward by learning
from things that have not gone so well.
Inspire trust
When teams hear what you are planning, how you
see the future, they trust that you can see their
place in that future.
Provide purpose and direction
Importantly, make sure everyone knows the
direction of travel. Goes back to vision and
mission. It is important to re-emphasise from time
to time.

85. Not just the cost of engaging a recruiter or your time if you undertake
the recruitment process.
Add to that figure:
• the loss in productivity
• the effect on team morale
• the time it takes to train a new employee, and pressures on other
colleagues to soak up additional work.
The cost of failure to retain talent becomes very clear.
When an employee decides to move on because they don’t feel
rewarded, the cost of recruitment is often more than paying the
employee the salary increase, or implementing the reward they may
be asking for and deserve.......
Losing a team member is expensive
Food for
thought

86. Learning and development
Impact on recruitment
and retention
Learning provides employees with a sense of
professional growth and drives performance
A Gallup study found that 65% of job seekers choose organisations
based on the quality of upskilling opportunities provided.
To attract talent, you need to communicate that your organisation grows
skills and provides career pathway options for employees to advance.
To retain talent, you need to focus on creating an environment that
enables people to be at their best, where training is not seen as an
admission that you are lacking skills, it is about gaining more.

87. Learning and development
Impact on recruitment
and retention
Creating a learning culture
A recent Microsoft Work Index found that 76% of employees would
stay at their company longer if there were more L&D possibilities.
Companies need to focus on creating and enabling an environment
for people to be at their best.
Offering employees various options for learning and professional
development is just one part of the equation. Getting buy-in and
commitment from the team for the training you are offering is vital.
Staff will become valuable to your business and they in turn will feel
more valued.

88. 5 steps to take now
Skills alignment - what skills do you need to sustain and grow
your business?
Establish a training plan - how will that be managed?
Take a personalised approach to each member of staff -
who will fit best with the skill you need and who will benefit
most?
Identify skills gaps - now you have identified what you need,
do you have those skills?
Put in place an evaluation process - are you reaching your
goals?

89. The “sticky workplace”
What makes people want to stay?
Listening to your staff, anticipating and addressing their
concerns, fostering a sense of community, and measuring
outcomes.
Rather than conducting only exit interviews, for example,
has your company implemented “stay” interviews, asking
people in the most critical roles how they are doing and
what they need to continue in those roles?
Does your team feel appreciated at work?
When was the last time you thanked them for a job well
done (or for anything)? Are you making them aware of the
positive impact their work has on the business?
More food
for
thought

90. LAS can help
Learning and development solutions
for every lettings team
www.landlordaccreditationscotland.com

91. £10 off training courses
through emailing list subscription*
*Some restrictions apply. Full details available from the LAS Team at Stand 23

92. Scottish Letting Day
Refreshments are served in the Thistle and President’s main suites
Speaker programme resumes at 15:15
Please visit our exhibitors’ stands
Scottish Letting Day 2023
Conference partner:
Conference sponsors:

93. Scottish Letting Day
Scottish Letting Day 2023
Tweet #LettingDay
Conference and exhibition 8 November 2023
Conference partner:
Conference sponsors:

94. Cyber security in the modern
workplace
Phil Eldridge
Shackleton Technologies
Scottish Letting Day 2023
Scottish Letting Day 2023

132. Sessions now available to attend
Scottish Letting Day 2023
Scottish Letting Day 2023
Cap & Thistle Going, going, gone!
President’s 2 (current room) Selling your lettings / estate agency – preparing and process
Moncrieff Succession: passing on wealth efficiently in lifetime and on death
Thistle 2 Your voice CAN make a difference to future policy

133. Selling your lettings / estate agency
– preparing and process
Tracy Bradley
Haversley Group
Scottish Letting Day 2023
Scottish Letting Day 2023

134. Selling your lettings or estate agency

135. About Haversley
Dedicated to supporting our clients,
every step of the way

136. Planning and process
“By failing to prepare, you are
preparing to fail”
Benjamin Franklin

137. Deciding to sell
Reasons to sell:
• Retirement
• Other business interests
• New opportunity
• Lost interest in business / industry
What does a successful sale look like?
• Maximise your selling price
• Reputation of your brand
• Looking after your team

138. Preparing for sale
1. Financials and portfolio information
2. Business valuation
3. Document processes and systems
4. Resolve legal and compliance issues
5. Identify key personnel and future growth
6. Risk management

139. Selling process
1. Seller questionnaire
2. Business information pack
3. Go to market
4. Meet potential buyers
5. Negotiation and agreement
6. Due diligence
7. Expected completion is 8-12 weeks

140. Questions
Over to you…..

141. Be aware
Things that can catch you out:
• Unforeseen liabilities or legal issues
• Sudden revenue or profit changes
• Issues with financing or funding
• Client or customer concentration

142. FAQ’s
• How long do I need to be involved
following the sale of my lettings / estate
agency?
• What are the tax implications of selling
my business?
• What kind of confidentiality measures
should be taken during the sale process?
• How long will it take to sell my lettings /
estate agency?
• What are the terms of the sale?

144. Not all agencies are the same

145. Scottish Letting Day 2023
Scottish Letting Day 2023
Thank you for coming
See you next year
Conference partner:
Conference sponsors: