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Each May, we observe Mental Health Awareness Month —a time to reflect, educate, and advocate for the importance of mental well-being in all areas of life, including the workplace. As mental health challenges continue to rise across industries, workforce solutions have taken on a more critical role—not only in supporting productivity and performance, but in building environments where people can truly thrive. The State of Mental Health in the Workplace According to recent studies by the American Psychological Association , nearly 81% of workers say they will look for employers who support mental health when they seek future job opportunities. Anxiety, burnout, and depression are now mainstream concerns affecting employee engagement, retention, and overall organizational health. Remote work, economic uncertainty, evolving job expectations, and the blending of personal and professional boundaries have added to the strain. For employers, this moment demands more than awareness—it demands action. How Workforce Solutions Help Bridge the Gap The right workforce solutions can provide a crucial layer of support, connecting people to opportunities, resources, and environments that protect and promote mental wellness. Here’s how: Flexible Staffing to Prevent Burnout: Workforce partners, like BGSF , help companies fill gaps quickly, easing the load on overburdened teams and preventing employee burnout. Whether through temporary talent, project-based consultants, or long-term placements, this flexibility is vital in today’s demanding landscape. Skill-Matched Placements That Build Confidence: Placing individuals in roles that align with their strengths and interests helps foster a sense of purpose, which is directly tied to better mental health. Job satisfaction increases when people feel seen, valued, and capable in their roles. Support for Managers and Teams: Managers often carry the weight of both business outcomes and team morale. Workforce consultants can help coach leadership teams, embed mental health best practices, and guide companies in creating more empathetic and resilient organizations. Access to External Managed Solutions : When internal bandwidth is maxed out, external support becomes more than a stopgap—it’s a strategic investment in team well-being. It enables organizations to maintain operations without sacrificing the health of their people. A Call to Action This Mental Health Awareness Month, employers have a meaningful opportunity to assess the mental wellness of their workforce and take steps to support it. The stakes are high—but so is the potential for positive change. By partnering with workforce experts who understand the human side of work, organizations can create conditions that empower people. Not just to succeed at work, but to thrive in life. At BGSF, we recognize that mental health is business-critical. Through our tailored workforce solutions—including temporary staffing, consulting services, and managed solutions—we help organizations build healthier, more balanced workplaces. Whether you're facing seasonal surges, leadership transitions, or new business demands, we’re here to support your team holistically. Contact our Property Management and Professional Services teams today!

As June 30th approaches, state government finance teams face one of the busiest and most important times of the fiscal year: closing the books. This period requires careful attention to deadlines, compliance requirements, and documentation, all while maintaining day-to-day operations. With the right planning and support, agencies can manage this process more efficiently and with fewer disruptions. Year-End Pressures in the Public Sector Year-end closing brings a range of responsibilities that must be completed accurately and on time: Finalizing expenditures and revenues Reconciliation of accounts Preparing audit-ready documentation Managing grants and budget adjustments Aligning with GASB standards and state reporting requirements For many finance teams, these tasks must be accomplished with limited internal capacity, especially as workloads increase and fiscal deadlines become more demanding. Flexible Support for Finance Teams One way agencies are addressing these challenges is by bringing in outside support. Whether it's temporary professionals to help with reconciliations or experienced consultants familiar with government accounting standards, having access to additional resources can make a measurable difference. At BGSF, we work with public sector organizations to provide accounting and finance professionals  who can assist during high-demand periods. Our team understands the rhythms of government work, including the fiscal year-end rush, and we match agencies with talent that can step in quickly and effectively. Procurement Made Simple Through HGACBuy BGSF is proud to be an approved vendor through HGACBuy , a nationwide cooperative purchasing program. Through this membership, state and local government agencies can expedite the procurement process  while remaining compliant with purchasing regulations. This means you can quickly and easily bring on the staffing support you need for year-end — no lengthy RFPs, no procurement bottlenecks, just reliable professionals ready to help close the books with confidence. Looking Ahead Year-end doesn’t just mark the close of the fiscal year — it’s a time to reflect, reconcile, and prepare for what’s next. With thoughtful planning and the right resources in place, government finance teams can navigate this season with confidence and clarity. If your team could benefit from added support as June 30th approaches, BGSF is here to help. We’re committed to partnering with public sector organizations to strengthen their financial operations during year-end and beyond. Contact us to learn more.

In 2025, the landscape of multifamily leasing is evolving, with seasonal trends undergoing subtle shifts. The once-famous “spring rush,” where leasing activity peaks as renters flood the market for new apartments, is still significant, but it may not hold the same weight it once did. As market dynamics and renter behavior evolve, we’re seeing changes that may reshape this familiar pattern. The Shift in Leasing Season The Rise of Year-Round Leasing Traditionally, the spring season was a hotbed of leasing activity, driven by factors such as warmer weather, school schedules, and people seeking to move before the summer. According to the National Apartment Association's 2025 Spring Leasing Preview , the leasing season has become more fluid, with renters exhibiting year-round interest rather than concentrating their searches in the spring, particularly in certain markets where the weather is mild. With the rise of remote work and hybrid schedules, residents are no longer as tied to a traditional school-year cycle. Many are opting for flexible move-in dates, which means landlords and property managers may not see the same influx of applications come spring. As a result, the leasing cycle now stretches throughout the year, with peaks occurring in the summer and fall as much as in the spring. The Impact of Economic Factors 2025 is expected to bring continued uncertainty in the economy, with inflation still top of mind for many renters. Economic instability may also impact when renters are willing to make a move. For instance, high rent prices may prompt renters to stay longer in their current apartments, delaying leasing cycles. Moreover, the rise of economic pressure could cause prospective residents to shift their focus to more affordable living spaces, often found in suburban or outlying areas, instead of urban centers, which historically saw the strongest spring demand. Rising interest rates and inflation can also push potential renters into long-term leases, making them less likely to shop around for new apartments as frequently. In areas with strong economic growth, leasing activity remains robust throughout the year. Conversely, markets in colder climates or those with higher vacancy rates may see more pronounced seasonal fluctuations. Property managers will need to stay on top of these economic shifts to ensure they’re offering competitive and desirable rental packages throughout the year. Technology and Changing Expectations Technology continues to impact every facet of the leasing process . With more renters relying on online platforms to search for apartments, the traditional seasonal surge of physical visits and on-site leasing may decrease. Instead, we’re seeing renters increasingly choose properties based on digital tours, detailed online listings, and even virtual leasing agents that work 24/7. The expectation of convenience and efficiency is reshaping the leasing process. With tools like self-guided tours and automated leasing systems, renters can schedule viewings and sign leases from the comfort of their homes, meaning peak leasing seasons may now see an uptick in virtual activity rather than in-person rushes.  Therefore, embracing technology, offering flexible lease terms, and maintaining a strong online presence are essential strategies. Training staff to effectively engage with digital tools and provide exceptional virtual customer service can also enhance the leasing experience and attract a broader pool of prospective residents. Key Takeaways for Property Managers 1. Understand Regional and Market Differences:  Leasing trends vary by region and local market dynamics. While spring may still be the most active season in certain areas, others may see stronger demand in late summer or even early fall. 2. Adjust Marketing Strategies:  If the spring rush is no longer as strong, property managers must consider diversifying their marketing strategies. Year-round digital campaigns and personalized outreach can keep leasing activity high regardless of the season. 3. Be Ready for Flexibility:  As remote work and hybrid models continue to influence where people choose to live, offering flexible lease terms and move-in dates can attract residents who are no longer tied to traditional seasonal demands. 4. Invest in Technology:  Adapting to new leasing technologies is essential for property managers to stay competitive. Ensuring your website offers virtual tours, automated booking systems, and 24/7 leasing options will help attract a wider audience year-round. A New Era of Leasing The 'spring rush' is still relevant, but it is no longer the only peak for leasing activity in 2025. With shifting work habits, economic factors, and changing technology expectations, property managers need to remain flexible and adapt to an evolving leasing cycle. By staying in tune with these trends, property managers can better align their strategies to continue attracting residents no matter the season. In this ever-changing landscape, one thing is clear: the future of leasing is dynamic, and embracing flexibility, innovation, and a deeper understanding of market demands will be the key to success in 2025 and beyond. BGSF can help you navigate today’s dynamic leasing cycle with flexible, on-demand staffing solutions—so you're always ready, no matter the season. Contact us today!

At BGSF, we believe real change begins with small, consistent efforts—and that includes how we show up for the planet at work. This Earth Month, we shined a light on the powerful green initiatives being implemented in workplaces everywhere and celebrated the collective impact of sustainability in action. To keep the conversation going, we asked a simple question: Examining the Results Less Commuting, More Remote Work (55%) The biggest winner in our poll was the shift toward remote work. As more companies embrace flexible work options, fewer employees are commuting to the office, resulting in a significant reduction in carbon emissions. In fact, research has shown that cutting out the daily commute can substantially lower a company’s overall environmental impact. The benefits of remote work extend beyond just lowering emissions; it also helps reduce office resource consumption, like heating, cooling, and office supplies. This shift is a perfect example of how flexibility in workplace policies can support both the workforce and the planet. By reducing commutes and adopting hybrid or fully remote models, companies can significantly reduce their carbon footprint while improving employee work-life balance. Recycling Programs (28%) Recycling initiatives are a staple in sustainability efforts, and for good reason. Many workplaces have embraced recycling programs to reduce waste, conserve resources, and minimize landfill use. Whether it’s paper, plastics, metals, or even electronics, recycling keeps valuable materials in circulation and helps reduce the environmental burden of waste disposal. Incorporating recycling into daily routines not only saves resources but also sets a green precedent for employees to follow at home and in their communities. Simple actions like providing designated bins, educating employees on proper sorting, and promoting paperless options can go a long way in fostering a culture of sustainability. Energy-saving Systems (13%) Energy efficiency is a game-changer for any organization looking to reduce its environmental footprint. Many companies have adopted energy-saving systems to cut down on their electricity usage, save money, and reduce carbon emissions. This includes things like LED lighting, motion-sensing lights, programmable thermostats, and energy-efficient appliances. By optimizing energy consumption, businesses aren’t just contributing to sustainability—they’re also driving operational efficiency and long-term cost savings. It’s a win-win for both the environment and the bottom line. These systems make it easier for organizations to monitor energy use and identify opportunities for improvement, helping them stay on track with their sustainability goals. Eco Sourcing & Materials (4%) While this received the smallest percentage of votes, it’s still a critical part of the sustainability conversation. Eco sourcing focuses on selecting sustainable, renewable, and ethically sourced materials for products, packaging, and business operations. By opting for environmentally friendly materials—whether in construction, packaging, or the products themselves—companies can help reduce deforestation, pollution, and waste. Additionally, eco sourcing encourages businesses to engage with suppliers who are equally committed to sustainability, creating a ripple effect that influences the entire supply chain. From paper products made from recycled materials to sourcing fair-trade goods, this initiative aligns businesses with broader environmental and ethical standards. The Bottom Line: Every Initiative Matters At BGSF, we believe that every step, no matter how small, counts when it comes to sustainability. Whether it’s participating in a recycling program, switching to energy-efficient systems, enabling remote work, or choosing eco-friendly materials, these efforts create a lasting, positive impact on the environment and can help foster a culture of sustainability within your organization. We’d love to hear from you!  What other green practices has your company adopted? Together, we can make every month Earth Month. 🌎

National Skilled Trades Day is celebrated on the first Wednesday of May every year, and we’re taking this opportunity to spotlight the incredible individuals behind the scenes of every thriving apartment complex, multifamily building, and commercial property. We're talking about groundskeepers, make-ready techs, certified maintenance professionals, and every skilled tradesperson who keeps things operating smoothly. These employees are more than just essential—they’re irreplaceable . The Backbone of Our Industry In BGSF’s latest Property Management Satisfaction & Retention Survey , nearly 40% of respondents identified as Certified Technicians or Groundskeepers/Make-Ready Pros. That’s no surprise—these are some of the most in-demand roles we fill year-round. And they’re also the most vital when it comes to tenant satisfaction, resident retention, and property value. But here’s the thing: While these workers are critical, they’re also some of the most overlooked. What Our Data Shows The skilled trades workforce isn’t just clocking in—they’re investing in their future. 97%  of our survey respondents said they’re willing to invest time to learn a new skill.  Flexibility, culture, and leadership  rank just as high as pay when it comes to what keeps them loyal to an employer.  Poor management  and toxic workplace culture  were the top reasons respondents left previous roles. That’s a clear signal: technical skills are only part of the story— respect and recognition  matter just as much.  How to Support Skilled Trades Professionals—All Year Long National Skilled Trades Day is a great start—but the real impact comes from what we do the other 364 days a year. Here’s how property managers and employers can step up: Invest in Growth: Offer flexible, modular training that techs can complete on their own time. Career ladders matter. Let your team know there’s a path from make-ready to lead tech—and beyond. Check out BGSF's Maintenance Training Program to learn more! Recognize Contributions: A thank you goes a long way. So do bonuses, spot awards, and public shoutouts. Even something as simple as a team lunch can reinforce that their hard work isn’t going unnoticed. Fix the Culture, Not Just the AC: The top reason people leave? Toxic environments. Create a space where skilled workers are respected, empowered, and part of the bigger picture. Get the Staffing Support You Need: Burnout is real, especially during the busy summer turnover season. Tap into temp or temp-to-perm support from partners like BGSF to take the pressure off your core team. Let’s Celebrate the Real MVPs Happy National Skilled Trades Day from all of us at BGSF Property Management . If you’re looking to grow your skilled trades team—or you’re a maintenance pro ready for your next great role—we’re here to help. Connect with a BGSF staffing expert today.

At BGSF, we don’t just celebrate excellence—we multiply its impact. Each year, our Diamond Club honors top-performing team members with a once-in-a-lifetime experience to recognize their outstanding achievements. And for the third consecutive year, our Be Good Do Good initiative was at the heart of this unforgettable journey—because true success is about lifting others as we rise. Each year, we select a charitable cause in our host destination to give back to the local community—because we believe in traveling with purpose. 2024: Supporting Students in Cozumel This year, our Diamond Club honorees set sail on a Royal Caribbean cruise to Cozumel. In partnership with our cruise provider, we directed $3,200 from our group room revenue to benefit Friends of Cozumel , a nonprofit dedicated to providing educational opportunities for children from families with limited resources. $1,600 will go toward local purchases of school supplies $1,600 will fund scholarships—covering nearly 18 semesters of high school or university tuition Since 2003, Friends of Cozumel has expanded from supporting 30 students to serving over 800 across all educational levels—from Kinder to college. We’re honored to support their mission and be part of their story. A Look Back: 2023 & 2024 2023 – Los Cabos, Mexico:  BGSF donated over 245 books  to Los Niños del Capitán , enriching educational resources for local children. 2024 – Punta Cana, Dominican Republic:  We donated 300+ school supply items  to a local school, helping students start the year with the tools they need to succeed. Recognition with Purpose Diamond Club is more than a reward. It’s a moment to reflect on what we stand for as a company—growth, generosity, and community impact. Through Be Good Do Good, we bring our core values to life in every destination we visit. To our 2024 honorees—thank you for leading with purpose. And to our partners—like Royal Caribbean and Friends of Cozumel—thank you for helping us make a difference. Here’s to continuing this tradition and spreading even more good in the years to come.

Migrating to SAP S/4HANA is an exciting opportunity for businesses looking to modernize their ERP systems and unlock powerful capabilities. However, the journey to this next-generation platform can be complex and filled with challenges. In this blog, we’ll explore the five key challenges that organizations may face during SAP S/4HANA migration and how to overcome them for a smoother transition. Five Key Challenges During SAP S/4HANA Migration 1. Data Migration Complexity One of the most significant challenges in an SAP S/4HANA migration is the complexity of data migration. Organizations often face difficulties in extracting, transforming, and loading (ETL) massive amounts of data from legacy systems to S/4HANA, especially when data is stored in various formats or the data quality is poor. How to overcome it: Start Early:  Begin the data migration process as early as possible to give ample time for data cleanup, validation, and testing.  Leverage SAP Tools:  SAP offers tools like the SAP S/4HANA Migration Cockpit to assist with data migration. These tools can simplify the ETL process and help automate many tasks.  Data Governance:  Ensure proper data governance processes are in place, which will help ensure the accuracy and completeness of the data being migrated.  2. System Downtime and Business Continuity Migrating to SAP S/4HANA can cause significant system downtime, disrupting daily operations and potentially affecting business continuity. This is especially challenging for companies that require real-time access to their business systems. How to overcome it: Plan and Test Extensively:  Careful planning and thorough testing of the migration process can help minimize downtime. Implementing a phased migration strategy allows you to migrate in stages, reducing system disruptions.  Use Hybrid Approaches:  Hybrid approaches, such as running both legacy systems and SAP S/4HANA in parallel during the migration, can help ensure business continuity.  Implement a Backup and Recovery Plan:  Ensure a comprehensive backup and recovery strategy is in place to quickly recover from any potential issues during migration.  3. Customization and Integration Issues SAP S/4HANA offers advanced features and functionality, but migrating from a highly customized SAP environment or integrating with third-party applications can be a challenge. Existing custom code may need to be adjusted or rewritten to work with the new system. How to overcome it: Evaluate Customizations:  Perform a thorough review of all customizations and third-party integrations before beginning the migration. Identify which custom features can be standardized and which need to be re-architected.  Use SAP Fiori and Standardization:  SAP Fiori provides modern, user-friendly interfaces, and using standardized S/4HANA applications where possible can reduce the need for custom development.  Test Integrations Early:  Test integrations between SAP S/4HANA and third-party applications early in the process to identify potential issues and resolve them before the full migration.   4. Skills and Change Management The migration to SAP S/4HANA may require new skills, especially in areas like S/4HANA architecture, new functionalities, and the latest SAP technologies. Additionally, change management is crucial for ensuring that employees are well-prepared for the new system. How to overcome it: Invest in Training:  Provide ongoing training programs for your team to equip them with the necessary skills. SAP offers various certification programs and learning paths for users and administrators.  Engage Stakeholders Early:  Involve key stakeholders early in the migration process to get their input and buy-in. This will help ensure that change management efforts are aligned with business goals.  Communication is Key:  Regularly communicate with employees about the benefits of the migration and how the change will positively impact their roles. Having clear, open communication channels can reduce resistance to change.  Bring in Expert Support: Let’s face it—S/4HANA migrations are complex, but you don’t have to go it alone. With BGSF’s specialized SAP consultants , you gain access to hands-on expertise across every phase of your migration. From stakeholder alignment to upskilling internal teams, BGSF delivers practical solutions that stick. We don’t just recommend best practices—we help you execute them, so your people and systems are fully prepared for what’s next. 5. Cost and Budget Overruns The cost of an SAP S/4HANA migration can quickly escalate if not properly planned and managed. This includes both direct costs (such as licensing and consulting fees) and indirect costs (such as business disruption during the migration). How to overcome it: Develop a Detailed Budget:  Create a detailed migration budget that includes not only direct costs but also contingencies for unexpected challenges.  Monitor Progress:  Regularly track the progress of the migration project to ensure it stays within budget. Having a dedicated project manager or steering committee can help maintain focus on cost control.  Leverage Cloud Options:  Cloud-based deployments (e.g., SAP S/4HANA Cloud) can offer cost savings over traditional on-premise solutions. Consider evaluating cloud options to reduce upfront investment and improve cost predictability.  Address Key Obstacles for SAP S/4HANA Migration While migrating to SAP S/4HANA presents challenges, the benefits of enhanced capabilities, scalability, and real-time insights far outweigh the hurdles. By addressing key obstacles such as data migration complexity, system downtime, customization and integration issues, skills gaps, and budget concerns, businesses can set themselves up for a successful transition. With proper planning, strategic use of SAP tools, and expert support, organizations can unlock the full potential of SAP S/4HANA and drive business growth in the digital age. At BGSF, we specialize in SAP migrations and can provide expert guidance and support throughout the entire process, ensuring that your organization’s journey to SAP S/4HANA is seamless and successful. Reach out to us today for assistance with all your migration needs.

In today’s hybrid and remote-first work environment, organizations face a fundamental question: How do you measure productivity without creating a culture of micromanagement? Leaders want results. Employees want autonomy. And somewhere in between lies the sweet spot where trust and performance meet. It’s no longer about clocking in hours at a desk—it's about outcomes, engagement, and impact. The Productivity Paradox Technology makes it easier than ever to track activity—keystrokes, screen time, emails sent—but does that actually tell us who's being productive? Not always. Excessive tracking can signal a lack of trust. When employees feel monitored instead of empowered, morale dips and engagement suffers. In fact, studies show that micromanagement is one of the top reasons employees leave jobs , citing lack of trust and autonomy as key pain points. Shifting the Focus: From Time Spent to Value Delivered Instead of focusing on how employees work, focus on what they’re achieving. Productivity should be measured in value, not volume. Here’s how forward-thinking organizations are reframing productivity: Clear KPIs and OKRs : Align team and individual goals to company objectives. When everyone knows the destination, they can choose their best route to get there.  Regular Check-ins, Not Check-ups : Weekly or biweekly meetings provide space for feedback, recognition, and realignment without hovering.  Project Management Tools with Purpose : Collaborative platforms, like Microsoft Teams and Loop, can provide visibility into progress without resorting to invasive tracking.  Outcome-Based Reviews : Replace timesheet culture with milestone-based evaluations. Did the project hit its target? Was the client satisfied? Did we deliver value?  The Role of Trust in High-Performing Teams According to Harvard Business Review , trust is more than a feel-good concept—it’s a measurable asset. High-trust companies experience: 50% higher productivity 76% more engagement 40% less burnout Building trust starts at the top. Leaders who trust their teams—and give them space to grow—tend to see better results. When employees know they’re being evaluated on impact rather than monitored for minutes, they rise to the occasion. Empowerment Through Transparency Transparency doesn’t mean surveillance. It means clearly defined roles, goals, and expectations. When everyone knows how success is measured, there’s no need for micromanagement. Tips for building a trust-first, productivity-driven culture: Co-create goals with your team Celebrate wins publicly, address blockers privately Provide tools for self-assessment and growth Be clear about what matters most: outcomes, not optics Final Thoughts: Trust Over Micromanagement Micromanagement may seem like a quick fix, but it ultimately harms productivity, morale, and innovation. It leads to burnout and disengagement, making it an unsustainable approach in today’s flexible work environment. Trust is the key to high performance. When leaders trust their teams to manage their work and achieve goals, it fosters a culture of ownership and accountability. Employees who feel trusted are more motivated to contribute and innovate. By shifting the focus from monitoring inputs to measuring outcomes, organizations can ensure accountability while empowering employees. Clear goals, open communication, and the right tools create a productive, results-driven environment.

IT teams are the backbone of digital transformation, innovation, and operational stability. But as demand for technology expertise rises, many organizations are struggling to fill critical roles. This staffing gap doesn’t just slow down progress—it creates a ripple effect that pushes existing teams to the brink of burnout. IT Burnout—The Silent Budget Killer When IT positions remain vacant, the workload doesn’t vanish—it gets redistributed to those still in the trenches. These employees are already balancing complex systems, tight deadlines, and a growing list of digital priorities. Adding more to their plates often leads to an unsustainable situation where "doing more with less" becomes the norm rather than the exception. This overload has serious consequences: Overloaded Staff and Extended Work Hours: The extra burden often means late nights, weekend work, and interrupted time off. Over time, this continuous grind takes a toll on physical and mental health. Higher Error Rates and Missed Deadlines: Fatigue and stress impair concentration and decision-making. The result? More bugs, misconfigurations, and missed deliverables—each with its own cascading impact. Declining Morale and Rising Frustration: Team members may begin to feel unappreciated, unsupported, and disengaged. That frustration can quickly infect team culture, spreading negativity throughout the organization. Increased Turnover and Talent Loss: Burnout is a leading driver of attrition in tech. Talented employees, seeing no relief on the horizon, opt to leave rather than continue shouldering an unsustainable workload. Delays in Strategic Projects and Innovation: Innovation suffers when teams are in constant "firefighting" mode. Long-term initiatives get pushed to the back burner while critical projects stall. Burnout isn’t just an HR issue—it’s a performance and financial one. Organizations with high levels of IT burnout experience measurable consequences, including longer system downtimes, decreased customer satisfaction, and revenue loss due to inefficiencies. The hidden cost of overextending IT teams adds up quickly and becomes a barrier to growth and digital transformation. Why Is IT Talent So Hard to Retain? Today’s IT professionals aren’t just building networks or managing servers—they’re driving innovation, enabling cloud adoption, building secure systems, and keeping businesses running. Yet retaining top tech talent has become one of the most pressing challenges facing employers. Here’s why: High Demand and Low Supply There simply aren’t enough skilled IT workers to go around. As more companies rely on technology to drive business outcomes, they’re all pulling from the same limited talent pool. That demand leads to constant poaching, bidding wars, and short tenures. Remote and Hybrid Work Expectations Post-pandemic, flexibility is no longer a perk—it’s expected. If your organization doesn’t offer remote or hybrid options, top candidates will quickly move on to one that does. And even internally, employees may leave if they feel their needs aren’t being heard or supported. Career Development and Training Gaps IT professionals want to grow, learn, and evolve. If your organization doesn’t provide opportunities for upskilling, certifications, or advancement, employees may leave in search of roles where their growth is prioritized. Cultural Misalignment Modern IT talent is looking for more than a paycheck. They want to work for companies that align with their values, foster collaboration, and prioritize well-being. A lack of transparency, poor leadership communication, or a toxic team environment can quickly drive good people out the door. In this landscape, retention isn't just about compensation—it's about culture, communication, and capacity. Without the right staffing strategy, even the best-intentioned teams will struggle to hold onto their top talent. Let’s Rethink IT Workforce Strategy If your IT department is showing signs of burnout—missed deadlines, increased sick days, turnover, or disengagement—it’s time to take a closer look at your staffing strategy. The cost of waiting is too high. At BGSF , we understand the urgency of IT staffing challenges and the cost of waiting to fill roles . That’s why we offer flexible, scalable workforce solutions tailored to your business needs, including: Contract IT Professionals:  Need immediate support for a project or short-term gap? Our contract talent steps in with the skills you need, when you need them.  Contract-to-Hire:  Test the waters before committing. Contract-to-hire provides both parties a chance to assess fit while maintaining productivity.  Direct-Hire IT Staffing:  Looking for long-term talent? We help you secure top candidates for permanent roles across infrastructure, cybersecurity, cloud, software development, data, and more.  Our team works closely with hiring managers to understand their environment, technical needs, and team dynamics, ensuring we match the right talent to the right opportunity. We help alleviate pressure from internal teams and drive continuity, even in the face of changing technology demands. The Bottom Line on Burnout IT burnout isn’t just a personnel problem—it’s a business risk. Unfilled roles, overworked teams, and high turnover can quietly drain budgets, stall innovation, and put your digital future at risk. But it doesn’t have to be that way. With the right staffing partner, you can ease the burden on your internal teams, keep critical projects on track, and retain the talent that drives your business forward. BGSF is here to help you stabilize today and scale for tomorrow, with IT workforce solutions that are as agile as your goals. Need IT talent support fast? Contact us today  to explore how BGSF’s flexible staffing solutions help maintain team productivity and ensure your technology initiatives stay on course.

At BGSF, we recognize that strong community partnerships are key to driving sustainable business success. Our recent Empower Hour , hosted by Black Voices & Allies , focused on how fostering strategic collaborations can enhance innovation, improve workforce engagement, and create long-term growth opportunities. This conversation was especially meaningful as we honored Black History Month, celebrating the achievements, resilience, and contributions of Black professionals and entrepreneurs who continue to shape industries and drive change. Honoring Black History Month Through Community Impact and Business Growth Eric Peters , Division President of our Professional Division and the executive sponsor of this Connect Group, set the tone for the call by referencing the late Darrell Freeman , who often challenged leaders to ask: What are you going to do about it?  The focus was on actionable steps—such as partnering with Blacks in Technology —to bridge opportunity gaps and drive meaningful impact. As we reflect on Black History Month, this call reinforced the importance of advancing economic empowerment and expanding access to opportunities  for Black professionals. We were honored to have two of our partners from Blacks in Technology Nashville  join the call: Holly Rachel & Lena Winfrey (Blacks in Technology Nashville)  – Advocates for tech education and entrepreneurship, expanding access to opportunities for underrepresented groups. Natasha Davis & Lakia Ross (BGSF Property Management Team Members)  – Leaders in workforce initiatives, promoting inclusive hiring strategies and talent development. Each panelist shared actionable strategies for leveraging partnerships to create business value, emphasizing how investing in community-driven initiatives leads to talent growth, business innovation, and long-term success.   Building Stronger Businesses Through Community Engagement The discussion underscored the importance of building mutually beneficial partnerships: Workforce Development:  Collaborating with organizations that provide training and upskilling opportunities to expand talent pipelines, particularly for Black professionals in STEM and other high-growth industries. Community Outreach:  Strengthening engagement with local groups to drive industry innovation and create meaningful employment pathways that uplift historically marginalized communities. Cross-Sector Collaboration:  Aligning efforts across businesses, education institutions, and nonprofit organizations to build a more competitive and inclusive workforce.   Key Takeaways and Next Steps To maximize the impact of these partnerships, the following strategies were outlined: Enhance Employer Engagement:  Strengthen relationships with community organizations to access diverse talent. Expand Industry Collaborations:  Leverage partnerships to build long-term workforce development strategies. Increase Visibility:  Actively participate in community-led initiatives to support local economies and drive business growth. Measure Impact:  Track the effectiveness of partnerships to ensure alignment with business goals.   Moving Forward: A Commitment to Growth and Legacy Jenna Coleman closed the session by reinforcing that strategic partnerships are key to sustainable business success . Investing in strong relationships with community organizations fosters growth, innovation, and a stronger, more resilient workforce. By continuing to build meaningful connections, BGSF remains committed to strengthening businesses, expanding opportunities, and fostering long-term success through community engagement.

Why Parent Connections Matter At BGSF, we believe in Powering Forward by building meaningful relationships that drive success. Leveraging parent networks can open doors to new business opportunities, aligning with our GIIFTS values—Growth, Integrity, Innovation, Fun, Teamwork, and Service. Parents often share common experiences, trust each other’s recommendations, and have access to professional circles that may be valuable for strategic partnerships. Best Practices for Leveraging Parent Connections Be Authentic (Integrity & Fun) – Approach conversations naturally. Building genuine relationships leads to organic business opportunities. Identify Shared Interests (Teamwork) – Find common ground beyond business, such as school events, extracurricular activities, or mutual friends. Listen First (Service) – Understand their professional background and challenges before introducing business-related topics. Offer Value (Innovation) – Share helpful insights, connections, or resources before seeking opportunities for yourself. Know Your Ask (Growth) – Have a clear idea of how they can help, whether it’s an introduction, partnership, or collaboration. Respect Boundaries (Integrity) – Not every connection will lead to business. Prioritize relationships over transactions. Follow Up (Growth & Teamwork) – Stay engaged through casual check-ins, not just when you need something. Conversation Starters At school events: "I heard you work in [industry]. I’d love to hear more about what you do." During drop-off/pick-up: "I’ve been looking to connect with professionals in [industry]. Do you know anyone I should talk to?" At sports or extracurriculars: "It’s great seeing the kids play together! By the way, I’m working on [business initiative]—if you ever come across someone in [relevant industry], I’d love an intro." Through mutual friends: "I noticed we have a lot of shared connections. How do you know [mutual contact]?" Tactful Ways to Make the Ask For introductions: "I see you’re connected with [name]—would you feel comfortable introducing me?" For business opportunities: "Our company is expanding into [area]. If you know anyone who could benefit from our services, I’d love to connect!" For partnerships: "I think there’s a great opportunity for collaboration between our companies. Would you be open to a quick chat?" Follow-Up & Relationship Building Express Gratitude (Service & Integrity) – Send a thank-you message after any introduction or helpful conversation. Stay Top-of-Mind (Teamwork & Fun) – Engage through social media, send occasional check-ins, or invite them to relevant events. Offer Help in Return (Growth & Innovation) – Reciprocity strengthens relationships and makes future asks more natural. By embracing the Power Forward mindset and aligning with our GIIFTS values, we can create a strong network that supports both personal and professional growth. Happy networking! 💬 Emily Burroughs Testimonial: "Some of my most impactful business connections started with casual conversations at my daughter’s school events. One chat turned into a partnership with the Girl Scouts where we were able to bring in incredible speakers. Another led to a business collaboration that continues to thrive—all because we asked each other, 'What do you do, and how can we support one another?' This world is small. You never know who you’re talking to or how a simple, authentic connection can grow into something meaningful—for your family, your community, and your career." About the Working Parents & Allies Connect Group BGSF’s Working Parents & Allies Connect Group is a supportive community that brings together employees who are navigating the unique challenges and joys of parenting while growing their careers. Through shared resources, storytelling, and connection, the group empowers parents to thrive both personally and professionally—fostering a culture of empathy, flexibility, and collaboration across our organization.

The world of property management is a dynamic and growing field, offering a wide range of career opportunities for those interested in real estate, customer service, and operations. As the demand for skilled professionals in this industry continues to rise, there has never been a better time to kickstart your career in Residential Property Management (RPM) . Whether you're just starting your professional journey or looking to transition from another field, here are some essential tips to help you get started on the right foot. Kickstart Your RPM Career Understand the RPM Landscape Before diving into the job search, it's crucial to familiarize yourself with the property management industry. Residential Property Managers are responsible for overseeing the operations of residential properties, from leasing and maintenance to resident relations and financial management. Understanding the various types of properties (e.g., apartments, single-family homes, vacation rentals) and the specific responsibilities that come with managing them will give you a solid foundation. Leverage Your Transferable Skills If you have experience in customer service, sales, or operations, you're already ahead of the game. Many of the skills that make a great customer service representative or sales associate—such as communication, problem-solving, and organization—are directly transferable to property management. Highlight these skills when crafting your resume or preparing for interviews, and emphasize your ability to handle multiple tasks, prioritize effectively, and maintain positive relationships with residents. Pursue Relevant Certifications and Education While a degree in business or real estate can be beneficial, it’s not always necessary to get started in RPM. That said, certifications and education related to property management can give you a competitive edge and demonstrate your commitment to the field. Certified Apartment Manager (CAM)  – A widely recognized certification that showcases your proficiency in managing residential properties.  National Apartment Leasing Professional (NALP)  – Ideal for those focusing on leasing and resident relations.  Real Estate License  – In many states, obtaining a real estate license is a requirement for property management positions.  BGSF's Maintenance Training Program - Programs like BGSF’s Maintenance Training Program are invaluable for equipping you with the technical skills needed in key areas such as HVAC, make-ready, and groundskeeping. These types of programs play a crucial role in building a strong foundation for a successful career in RPM operations. These credentials can not only enhance your resume but also give you hands-on knowledge that will help you succeed in your role. Gain Practical Experience Through Internships or Entry-Level Positions While certifications and education are important, hands-on experience is invaluable. If you're new to RPM, look for internships, entry-level roles, or volunteer opportunities that will allow you to gain experience in the field. Entry-level positions such as leasing agent, assistant property manager, or maintenance coordinator can provide you with exposure to the day-to-day operations of property management and allow you to build the skills needed to advance in your career. Network Within the Industry Like many industries, networking plays a significant role in property management. Attend industry events, join local property management associations and the National Apartment Association , and connect with professionals on platforms like LinkedIn. Networking can help you learn about job openings , gain industry insights, and build relationships that may lead to mentorship opportunities. Stay Up-to-Date with Industry Trends The property management industry is constantly evolving, from new technologies like PropTech to changes in resident preferences and regulations. To stay competitive in the job market, it's essential to stay informed about the latest industry trends. Subscribing to property management blogs , attending webinars, and participating in training programs can help you remain current and continue developing your skills. Focus on Strong Communication and Customer Service Skills A large part of property management is interacting with residents, contractors, and vendors. Effective communication is key to maintaining positive relationships and addressing any issues that may arise. Being able to handle difficult situations with professionalism and empathy will make you stand out as a property manager. Prioritize customer service and always strive to exceed expectations when it comes to resident interactions. Be Patient and Persistent As with any career, success in RPM takes time. It's important to be patient and persistent in your job search. Don’t be discouraged by setbacks or rejections; instead, use them as learning opportunities. Keep refining your skills , updating your resume , and applying for positions . With determination, you'll find the right opportunity to kickstart your RPM career. Building a Career in Property Management By following these tips, you’ll be well on your way to building a successful career in Residential Property Management. Whether you’re looking to work with multifamily units, residential communities, or corporate housing, there are plenty of opportunities in this fast-paced and ever-growing industry. With the right skills, experience, and mindset, you can unlock a rewarding career path in RPM. BGSF can help you get started in the property management field! Check out our open roles today and take the first step toward building a rewarding career in property management.