It's All About Your
Hang around the leasing office break room and you’re bound to run across an employee who is looking to leave. No way? Think again. Recent surveys show the apartment industry suffers from an employee turnover rate nearly double the national average. Swift Bunny partners with multifamily companies to boost employee satisfaction and performance. The result? Increased engagement, enhanced employee and resident retention, and improved profitability.
Here's how we can help.
Turn feedback into insights and action
Feedback
Ingage™ is an event-triggered, year-round feedback system. So much more than a survey tool, Ingage™ focuses on the key moments in the employee lifecycle and reveals the candid perceptions of your company’s most important stakeholders: your employees.
Insights
Clients are paired with a knowledgeable Swift Bunny team that provides expert consultation and a guiding hand. Together, we’ll identify drivers of disengagement and highlight hotspots across the organization where satisfaction, performance, and retention are at risk.
Action
Build an action plan around Swift Bunny’s proven best practices to address the challenges and opportunities revealed, and close the gap between your employees’ expectations and the support and resources your company provides.
Engaged enough to take a sample survey?
Take our 4-minute sample survey and get a feel for the questions we ask, the insights we uncover, and the opportunities for improvement we reveal with Ingage™ year-round feedback system.
Try It Out
Who are the Mad Hatters behind Swift Bunny?
We’re glad you asked. Swift Bunny was born and raised in the multifamily industry. We are a team with proven track records, rock-solid relationships, and a focus on people.
Meet Our TeamLatest Webinar
November 10, 2022 12:00 PM EST
10 Steps for Starting New Hires Off Strong
Finding qualified job candidates is harder than ever. When you finally find that new team member, don’t blow it by botching their onboarding experience. Data shows that one-third of new hires don't even make it to the 90-day mark. Clearly there is significant room for improvement in how we're orienting and onboarding new team members. If you’ve been burned by a new hire flaming out before they even made it through a season, you may be reluctant to get too invested in your newest team member. That’s understandable, but it’s also a huge mistake. Join us for 10 easy-to-implement action steps for starting your new hires off strong—so they stick with you.
