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As the senior living industry braces for an anticipated surge in demand with the arrival of the baby boomer generation, major operators, including Primrose Retirement, Belmont Village, and Watermark Retirement Communities, are revamping their staffing strategies to enhance occupancy and profitability. Understanding the crucial role of salespeople, these companies have shifted their approach towards flexible working conditions, comprehensive training, cultural fit, and a focus on personal qualities like empathy and resilience.
Primrose Retirement is experiencing its highest sales staff retention rate in five years, thanks to its emphasis on recruiting individuals with strong problem-solving skills and empathy. Belmont Village has implemented a comprehensive training program to develop internal talent, increasing role flexibility within the company. Watermark Retirement Communities recruits from diverse sectors like hospitality, emphasizing the cultural fit of potential employees.
Adjustments have also been made in compensation structures, notably with Watermark moving away from commissions to base salaries, which enhances financial stability for sales staff. Belmont Village upholds a commission model but integrates additional incentives like quarterly team contests to maintain alignment with business goals. Primrose has intensified its bonus programs to further motivate its staff.
Collectively, these strategic staffing and compensation changes are set to give these operators a significant edge in adapting to and meeting the growing demands of the senior housing market.
For further details, read the full article on Senior Housing News: [How Belmont Village, Primrose, Watermark Are Staffing Up for the Demand Boom](Source).
Senior Living Operators Primrose, Belmont Village, and Watermark Revamp Sales Strategies to Meet Future Demand
As the senior living industry braces for an anticipated surge in demand with the arrival of the baby boomer generation, major operators, including Primrose Retirement, Belmont Village, and Watermark Retirement Communities, are revamping their staffing strategies to enhance occupancy and profitability. Understanding the crucial role of salespeople, these companies have shifted their approach towards flexible working conditions, comprehensive training, cultural fit, and a focus on personal qualities like empathy and resilience.
Primrose Retirement is experiencing its highest sales staff retention rate in five years, thanks to its emphasis on recruiting individuals with strong problem-solving skills and empathy. Belmont Village has implemented a comprehensive training program to develop internal talent, increasing role flexibility within the company. Watermark Retirement Communities recruits from diverse sectors like hospitality, emphasizing the cultural fit of potential employees.
Adjustments have also been made in compensation structures, notably with Watermark moving away from commissions to base salaries, which enhances financial stability for sales staff. Belmont Village upholds a commission model but integrates additional incentives like quarterly team contests to maintain alignment with business goals. Primrose has intensified its bonus programs to further motivate its staff.
Collectively, these strategic staffing and compensation changes are set to give these operators a significant edge in adapting to and meeting the growing demands of the senior housing market.
For further details, read the full article on Senior Housing News: [How Belmont Village, Primrose, Watermark Are Staffing Up for the Demand Boom](Source).