Scottish Letting Day 2023 - President's 2 sessions

1.
Scottish Letting Day2023 Conference partner: Conference sponsors: President’s 2 sessions Conference and exhibition 8 November 2023 Scottish Letting Day

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

3.
Employee retention Scottish LettingDay 2023 www.landlordaccreditationscotland.com

4.
Your team When didyou 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 heldacross all five countries surveyed (Australia, Canada, Singapore, the United Kingdom, and the United States)and were broadly consistent across industries

7.
Communication At the heartof 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 Doesyour 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 atwo- 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 Thisdiscussion 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 thecost 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 Impacton 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 Impacton 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 totake 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” Whatmakes 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 Learningand development solutions for every lettings team www.landlordaccreditationscotland.com

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

18.
Sessions now availableto 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 inthe modern workplace Phil Eldridge Shackleton Technologies Scottish Letting Day 2023 Scottish Letting Day 2023

57.
Sessions now availableto 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 MikeSmith, SafeDeposits Scotland John Blackwood, SAL Scottish Letting Day 2023 Scottish Letting Day 2023

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

61.
Scottish Letting Day Lunchis 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 ScottishLetting 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 lettingsor estate agency

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

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

67.
Deciding to sell Reasonsto 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. Sellerquestionnaire 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 thatcan 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 longdo 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 agenciesare the same

75.
Sessions now availableto 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 forletting agents Elspeth Boyle Landlord Accreditation Scotland Scottish Letting Day 2023 Scottish Letting Day 2023

77.
Employee retention Scottish LettingDay 2023 www.landlordaccreditationscotland.com

78.
Your team When didyou 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 heldacross all five countries surveyed (Australia, Canada, Singapore, the United Kingdom, and the United States)and were broadly consistent across industries

81.
Communication At the heartof 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 Doesyour 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 atwo- 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 Thisdiscussion 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 thecost 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 Impacton 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 Impacton 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 totake 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” Whatmakes 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 Learningand development solutions for every lettings team www.landlordaccreditationscotland.com

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

92.
Scottish Letting Day Refreshmentsare 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 ScottishLetting Day 2023 Tweet #LettingDay Conference and exhibition 8 November 2023 Conference partner: Conference sponsors:

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

132.
Sessions now availableto 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 lettingsor estate agency

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

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

137.
Deciding to sell Reasonsto 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. Sellerquestionnaire 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 thatcan 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 longdo 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 agenciesare the same

145.
Scottish Letting Day2023 Scottish Letting Day 2023 Thank you for coming See you next year Conference partner: Conference sponsors:

Scottish Letting Day 2023 - President's 2 sessions

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