Todays Disappointing Realizations

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TODAYS PRESENTATION

• Todays Disappointing Realizations
• Some Basic Facts
• Emerging Talent Compensation Trends
• Trends In Compensation Plan Design
• Generations At Work
• If You Are Considering Changing Jobs
• If You Are Desirous Of Moving Up
• Your Questions

CEL Associates, Inc.
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TODAYS DISAPPOINTING REALIZATIONS

• Change in this industry is not happening fast
  enough.
• Compensation parity is not there.
• C-suite positions for women are not as prevalent.
• Career opportunities are more limited for those
  who are over 50.
• For some, there is a lot of frustration between
  desire and opportunity.
• Todays economic malaise is holding back
  sorely-needed gender advancements.

CEL Associates, Inc.
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SHORT-TERM BAD NEWS

• Todays capital markets and market uncertainty is
  placing many new opportunities on hold.
• Employers are willing to wait for the perfect
  candidate.
• Relocation requirements are creating reasons
  to say no.
• Candidates are concerned over last-in-first out
  hiring/firing outcomes.
• Employers appear to want organic vs. mature
  employees.
• Many employees who want to leave their
  jobsarent!

CEL Associates, Inc.
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BASIC FACTS

• By 2014, there will be approximately 162.1
  million people looking for work in the U.S.
• By 2014, women 16 years of age and older will
  constitute 46.8 of the U.S. workforcea 3.0
  percentage point gain since 1984.
• By 2014, 59.7 of women 16 years of age and older
  will be in the workforcea 6.1 percentage point
  increase since 1984while the male workforce
  participation rate will decline by 4.6 percentage
  points.
• Women are now the majority of college enrollees
  (57).
• By 2014, the percentage of women in commercial
  real estate is expected to be 43...up 6.0
  percentage points from 2008 totals.
• By 2020, the percentage of women in commercial
  real estate will be 50 or greaterand women
  could occupy 40 or more of the C-suite positions.

CEL Associates, Inc.
Source Bureau of Labor Statistics, Retail
Traffic and CEL Associates, Inc.
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REASONS FOR OPTIMISM

• The good old boys are retiring (60 of todays
  CEOs will be gone by 2015).
• Corporate Americas decision-makers and leaders
  are demanding/expecting gender and ethnic
  diversity.
• Institutional capital must demonstrate gender and
  ethnic diversityand will demand the same from
  their partners.
• Women are nearly 60 of todays college and
  university enrolleesby 2020, they will
  increasingly be in positions of influence and
  powertomorrows Tenants and Investors.
• According to a recent CEL Associates, Inc.
  survey, nearly 85 of todays real estate CEOs
  and/or companies have or are about to initiate
  plans and programs to bring women into the
  C-suite.
• The manual foundation of many real estate firms
  is rapidly giving way to a more knowledge-based,
  client-centric business model.

CEL Associates, Inc.
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EMERGING TALENT COMPENSATION TRENDS IN THE REAL
ESTATE INDUSTRY


CEL Associates, Inc.
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2008 CEO PRIORITIES
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EMERGING TRENDS COMPENSATION
Forecast. Source CEL Associates, Inc.
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EMERGING TRENDSBASE SALARIES

75th Percentile. Source CEL Associates,
Inc. 2008 National Real Estate Compensation
Survey (Office/Industrial).
CEL Associates, Inc.
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EMERGING TRENDSBASE SALARIES

75th Percentile. Source CEL Associates,
Inc. 2008 National Real Estate Compensation
Survey (Office/Industrial).
CEL Associates, Inc.
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EMERGING TRENDSBASE SALARIES

75th Percentile. Source CEL Associates,
Inc. 2008 National Real Estate Compensation
Survey (Office/Industrial).
CEL Associates, Inc.
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EMPLOYEE TURNOVER TRENDS COMMERCIAL
Forecast. Source CEL Associates, Inc.

• Average Employee Tenure 3.5 Years.
• Average Age of a Construction Executive 51.4
  years.
• Average Age of a Construction Superintendent
  48.6 years.
• Average Age of a Property Manager now 43.5
  years.
• Average Age of a Broker now 46.2 years.

CEL Associates, Inc.
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EMERGING EMPLOYMENT TRENDS

• Job-hopping every 2.5 4.5 years has become
  the norm.

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JOB TENURE
Source BLS 2004.
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EMERGING EMPLOYMENT TRENDS

• Job-hopping every 2.5 4.5 years has become
  the norm.
• Employee demands for compensation, ownership
  and empowerment are increasing.

CEL Associates, Inc.
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EMERGING EMPLOYMENT TRENDS

• Job-hopping every 2.5 4.5 years has become
  the norm.
• Employee demands for compensation, ownership
  and empowerment are increasing.
• Younger employees are becoming adamant about
  managing their careers.

CEL Associates, Inc.
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EMERGING EMPLOYMENT TRENDS

• Job-hopping every 2.5 4.5 years has become
  the norm.
• Employee demands for compensation, ownership
  and empowerment are increasing.
• Younger employees are becoming adamant about
  managing their careers.
• Todays Managers and Supervisors are not trained
  on how to manage Gen X and Gen Y employees.

CEL Associates, Inc.
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EMERGING EMPLOYMENT TRENDS

• Job-hopping every 2.5 4.5 years has become
  the norm.
• Employee demands for compensation, ownership
  and empowerment are increasing.
• Younger employees are becoming adamant about
  managing their careers.
• Todays Managers and Supervisors are not trained
  on how to manage Gen X and Gen Y employees.
• Employees increasingly want to be heard and
  involved in decision-making.

CEL Associates, Inc.
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EMERGING EMPLOYMENT TRENDS

• Job-hopping every 2.5 4.5 years has become
  the norm.
• Employee demands for compensation, ownership
  and empowerment are increasing.
• Younger employees are becoming adamant about
  managing their careers.
• Todays Managers and Supervisors are not trained
  on how to manage Gen X and Gen Y employees.
• Employees increasingly want to be heard and
  involved in decision-making.
• Commercial real estate companies are having a
  hard time convincing employees that employment is
  more than a job.

CEL Associates, Inc.
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EMERGING EMPLOYMENT TRENDS

• Job-hopping every 2.5 4.5 years has become
  the norm.
• Employee demands for compensation, ownership
  and empowerment are increasing.
• Younger employees are becoming adamant about
  managing their careers.
• Todays Managers and Supervisors are not trained
  on how to manage Gen X and Gen Y employees.
• Employees increasingly want to be heard and
  involved in decision-making.
• Commercial real estate companies are having a
  hard time convincing employees that employment is
  more than a job.
• Retaining an increasing wave of Boomer retirees
  is emerging as a strategic staffing challenge.

CEL Associates, Inc.
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PERCENT OF PEOPLE WORKINGAT AGE 65
Source BLS Research.
CEL Associates, Inc.
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EMERGING EMPLOYMENT TRENDS

• Job-hopping every 2.5 4.5 years has become
  the norm.
• Employee demands for compensation, ownership
  and empowerment are increasing.
• Younger employees are becoming adamant about
  managing their careers.
• Todays Managers and Supervisors are not trained
  on how to manage Gen X and Gen Y employees.
• Employees increasingly want to be heard and
  involved in decision-making.
• Commercial real estate companies are having a
  hard time convincing employees that employment is
  more than a job.
• Retaining an increasing wave of Boomer retirees
  is emerging as a strategic staffing challenge.
• Colleges and Universities are not producing
  graduates who are job ready.

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TRENDS INCOMPENSATION PLANDESIGN


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COMPENSATION PLAN DESIGN TRENDS

• Base salaries following contribution and
  impact track.

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EMERGING BASE SALARY COMPENSATION PHILOSOPHY
Source CEL Associates, Inc.
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COMPENSATION PLAN DESIGN TRENDS

• Base salaries following contribution and
  impact track.
• Annual incentive bonuses based on level and
  contribution.

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TYPICAL INCENTIVE BONUS RANGES
Source CEL Associates, Inc.
CEL Associates, Inc.
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COMPENSATION PLAN DESIGN TRENDS

• Base salaries following contribution and
  impact track.
• Annual incentive bonuses based on level and
  contribution.
• Annual incentive bonuses being weighted.

CEL Associates, Inc.
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TYPICAL PERFORMANCE BONUS WEIGHTING
Source CEL Associates, Inc.
CEL Associates, Inc.
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COMPENSATION PLAN DESIGN TRENDS

• Base salaries following contribution and
  impact track.
• Annual incentive bonuses based on level and
  contribution.
• Annual incentive bonuses being weighted.
• Long-term incentive plans becoming more
  popularand being offered to more employees.

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TYPICAL LONG-TERM INCENTIVE PLANS
Source CEL Associates, Inc.
CEL Associates, Inc.
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TYPICAL PERCENT RANGE OF LTIP PARTICIPATION
Source CEL Associates, Inc.
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COMPENSATION PLAN DESIGN TRENDS

• Base salaries following contribution and
  impact track.
• Annual incentive bonuses based on level and
  contribution.
• Annual incentive bonuses being weighted.
• Long-term incentive plans becoming more
  popularand being offered to more employees.
• Performance metrics are changing.

CEL Associates, Inc.
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WHATS IN

• Enterprise Phantom or B Shares.
• Waterfall-Based Profits Interest LTIP.
• Long-Term Incentives throughout the organization.
• Performance Scorecards.
• Cafeteria-style benefits plans.
• Talent Management plans.
• Career plans.
• Training, coaching and mentorship.
• Employment Contracts/Severance Agreements.
• Loans to buy into deals.

CEL Associates, Inc.
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WHATS OUT

• COLA increases above 150,000.
• Signing bonuses.
• Sporadic performance evaluations.
• Perks.
• Special compensation deals.
• Vague offers and/or letters offering employment.
• Lone rangers and me professionals.
• Silos and non-team builders.
• Non values-based employees.

CEL Associates, Inc.
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JUST IMAGINE WHAT WOULD HAPPEN IF THIS TEAM
WAS FORMED
John Wayne
Amy Winehouse
Sean Diddy Combs
Rosie ODonnell
Paris Hilton
Hulk Hogan
Dennis Rodman
Sarah Palin
Oprah Winfrey
Donald Trump
Stewie Griffin
Miley Cyrus
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GENERATIONS AT WORKA COLLISION OR AN
OPPORTUNITY


CEL Associates, Inc.
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GENERATION GROUPINGS 2008
83 years
78 - 82 years
73 - 77 years
68 - 72 years
63 - 67 years
59 - 62 years
54 - 58 years
49 - 53 years
44 - 48 years
38 - 43 years
32 - 37 years
27 - 31 years
22 - 26 years
17 - 21 years
12 - 16 years
6 - 11 years
lt 6 years
Silent Generation (1926 - 1945) 63 - 82
years 36.2 million
Boomer Generation (1946 - 1964) 44 - 62
years 77.2 million
X Generation (1965 - 1976) 32 - 43 years 49.4
million
Y Generation (1977 - 1996) 12 - 31 years 84.0
million
GI Generation (Pre-1926) gt 82 years 7.8 million
New Millennium Generation (1997 - ) lt 12
years 48.9 million
Source CEL Associates, Inc., 2005 Projected
U.S. Census data.
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G.I. GENERATION83 YEARS OF AGEAND OLDER


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G.I. GENERATION (BORN PRE-1926)

• 83 years of age and older.
• 7.8 million strong.
• Walt Disney, Ronald Reagan, Pope John Paul II,
  John Wayne and Walter Cronkite.
• Male-fixed generation.
• Strong loyalty to government issued
  programsthey built our nations infrastructure.
• Feel little guilt, just like to get the job
  done.
• Team players who support group-enforced virtues.
• Communicated primarily on a need-to-know basis.
• Labeled the do-without generation who believed
  that they should bear any burden.

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G.I. GENERATION (BORN PRE-1926)

• Conformist ideology.
• Never stop trying to make things work.
• Received allowances for good behavior.
• The most uniformed generation in historyyet are
  history absorbed.
• Believes in collective, not individual, heroes
  (Iwo Jima).
• Experienced the American Dream.
• Most affluent elders in history.
• Sparked the senior citizen movement.
• Prefer law and order.

CEL Associates, Inc.
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G.I. GENERATION (BORN PRE-1926)

• Remains the most upbeat generation, nothing is
  impossible.
• Grew up with adult authority.
• A generation raised on do what you are told.
• Believes in Disneys whistle while you work.
• Lay claim to heroism and entitlement.
• No nonsense attitude toward life.
• Feels it is their mission to fix problems.
• Believes in logic not magic.

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G.I. GENERATION (BORN PRE-1926)

• Prefers violence to love/emotion in their movie
  or TV watching.
• Believed everything after 1960 was a rebuke of
  their ideals.
• Feel that other generations do not give them
  respect.
• Reject the future since they will not be around
  to enjoy it.
• Are searching for the one last cause to be
  remembered by.
• Can be stubbornthink they are the keepers of the
  holy grail.

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SILENT GENERATION 63 - 82 YEARS OF AGE


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SILENT GENERATION (BORN 1926 - 1945)

• 63 - 82 years of age.
• 36.2 million strong.
• Bobby Kennedy, Shirley Temple and Ralph Nader.
• Produced 30 years of Secondary personnel in the
  White House (Cheney, Baker, Ehrlichman, Moyers,
  Sinunu).
• Transitional generation between get-it-done GIs
  and self-abosrbed Baby Boomers.
• Believes they were born 20 years too early or 20
  years too late.
• Embraced James Deans without a cause ideal.

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SILENT GENERATION (BORN 1926 - 1945)

• Labeled outer-directed since they took orders
  from someone else.
• Believe 80 of life is showing up.
• No real connection to banner headlines.
• Take things for granted and focus on their lifes
  passages.
• Seek solutions through fairness, due process and
  openness.
• They tend to become skilled arbitrators.
• Try to humanize a world built by GIs and Baby
  Boomers.

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SILENT GENERATION (BORN 1926 - 1945)

• Seek to bridge gaps, arrive at a
  consensusunwilling to buck the system.
• No Presidents came from this generation.
• Constantly appeal for change through compassion
  and social conscience.
• Silent Generation leaders preferred process over
  results.
• They reward participation over authority.
• Can never make decisions and generally feel out
  of it.
• Often defer decisionsuncomfortable with
  conflict.
• Considered fair and impartial, and great
  mediators.
• Assume more dialogue would build a better society.

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SILENT GENERATION (BORN 1926 - 1945)

• Have fueled a market in cosmetic surgery, diet
  aids and therapy.
• Too old to enjoy the sexual revolution and now
  turn to Viagra!
• Always watching from the sidelines.
• Have the lowest rates of crime, suicide and
  illegitimate births.
• Rarely did bad thingsjust did nothing!
• Great 2snot so great CEOs.
• Greatest generation to feel guilt from divorce.
• Manufactured life cycle references such as
  passages, turning points and seasons.

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BABY BOOMERS 44 - 62 YEARS OF AGE


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BABY BOOMERS (BORN 1946 - 1964)

• 44 - 62 years of age.
• 77.2 million strong.
• Steve Jobs, Bill Gates, Donald Trump, Oprah, The
  Beatles.
• A generation that went from bell-bottoms to
  Brooks Brothersfrom junk food to junk bonds.
• A generation of labels (Dr. Spock, Protest, Me,
  Yuppie, Rock, Vietnam).
• A generation with roots in places (Watergate,
  Kent State, Woodstock, Chappaquiddick) and
  movements (civil rights, womens rights, Earth
  Day).
• Raised for greatness, the victory babiesa
  generation with Great Expectations.

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BABY BOOMERS (BORN 1946 - 1964)

• While GIs learned the basics, Boomers were taught
  critical thinking.
• Attached to mothers and rebellious toward male
  authority figures, (change of command vs.
  chain of command).
• Peace symbol/victory symbol taunt.
• Often full of excuses, but relatively affluent
  and optimistic.
• Self over community.
• Responsible for the birth of television and fine
  tuned their opinions based on visuals.

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BABY BOOMERS (BORN 1946 - 1964)

• High self esteem, arrogance and fixation on self.
• Seek creative independence.
• Have difficulty achieving consensus, and thus are
  weaker at getting the big jobs done.
• Developed a brand of perfectionism and a desire
  for the best.
• Try to be together individually not
  collectively.
• Search for self-realization went from drugs to
  religion to religious movements.

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BABY BOOMERS (BORN 1946 - 1964)

• Increasing focus on religion.
• Emerging rift between New Agers (born to Silent
  Generation parents) and Evangelicals (generally
  born to GI Generation parents).
• Measure themselves subjectively.
• Drove the sexual revolution and emergence of
  women in the workplace.
• Idealistic and raised by tolerance, not guidance.
• Relationships were temporary (divorce ok).

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BABY BOOMERS (BORN 1946 - 1964)

• Seek meaningful careers, in a lifetime of
  self-discovery.
• Do not trust anyone under 30.
• Want government for socially redemptive purposes.
• Fascinated by conspiracy theories and doomsday
  possibilities.
• Are often called hypocritical.
• Are increasingly moving to volunteerism to
  overcome their guilt of greed and me focus.

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X GENERATION 32 - 43 YEARS OF AGE


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X GENERATION (BORN 1965 - 1976)

• 32 - 43 years of age.
• 49.4 million strong.
• Michael Jordan, Tom Cruise, Monica Lewinsky, Anna
  Nicole Smith, Curt Cobain, Mike Tyson, Princess
  Diana.
• Feel that the real world is gearing up to punish
  them.
• Sandwiched between Boomers who arent leaving and
  the Y Generation who will replace them.
• Very skepticalgrew up in an era when the Boomers
  were calling everything into question.

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X GENERATION (BORN 1965 - 1976)

• Grew up with cable and satellite television,
  video games, cell phones, microwaves and personal
  computers.
• Considered a lost, ruined or wasted
  generation.
• Will sell out to the highest bidder.
• Driven by feeding their bodies, not their minds.
• The dumb generation.
• Perceive there is no welcome mat on their
  economic future.

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X GENERATION (BORN 1965 - 1976)

• Raised by self-immersed parents, they grew up
  fast (latchkey children).
• Xers have grown up in a world of information
  overload.
• Driven by a survival instinct (AIDs, drugs,
  gangs).
• Often had parents who were members of MADD and/or
  other child-advocate group(s).
• Xers struggle for self-esteem.
• Seek fantasy world (Internet, realty shows,
  Friends).
• Xers were the first to begin appearing on milk
  cartons.

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X GENERATION (BORN 1965 - 1976)

• A generation with no name.
• Generation has highest abortion rate.
• Generation has highest parental divorce rate.
• Generation has the highest rate of suicide.
• Generation has the highest rate of incarceration.
• Generation has the highest percentage still
  living at home.

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X GENERATION (BORN 1965 - 1976)

• Experienced having mother in the workplace.
• First generation to be less educated than the
  generation before them.
• Gen Xers are very cynical.
• Told to expect the worse and youre on your
  own.
• No bonding within the generation.
• Cant seem to have extended work or personal
  relationships.
• Considered lazy, grungy and a slacker generation.

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Y GENERATION 12 31 YEARS OF AGE


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Y GENERATION (BORN AFTER 1976)

• 12 - 31 years of age.
• 84 million strong.
• Britney Spears, Lindsay Lohan, Paris Hilton,
  Leonardo DiCaprio, Prince William.
• Received the protective concern missing from Gen
  X.
• Raised on moral confidence.
• Say No To Drugs message connected.
• Doting parents, plethora of tutors and coaches.
• Taught discipline, hard work and respect for
  others.
• Raised in a time where place included outer
  space and cyberspace.
• Hang out at Facebook, You Tube and My Space.

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Y GENERATION (BORN AFTER 1976)

• Exposed to moral lesson movies and cartoons.
• Overly protected helmets protective bottles
  etc.
• Treated as precious and special by all adults.
• If Xers were throwaway kids, Gen Y kids are
  protected.
• New moral standards for parenting and education.
• Raised under traditional values.
• More socially and environmentally aware.
• Acceptance of diversity.
• Rated by many as the next Great Generation.

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Y GENERATION (BORN AFTER 1976)

• Opinions were solicited in family decisions.
• A generation of trends and abstinence (sex,
  violence, cigarettes).
• Exposed to a higher quality of education.
• First to experience harder SAT exam.
• First generation with a life span in the 90s.
• Being raised to achieve and exceland need
  constant attention.
• Want to feel their effort/contribution mattered.
• Superb multitaskers but need constant praise and
  feeling of meaningful contribution.

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WHY GENERATIONS COLLIDE IN THE WORKPLACE


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GENERATIONAL CAREER GOALS
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DIFFERING VIEWS REGARDING COMPENSATION
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DIFFERING VIEWS OF REWARDS
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DIFFERING VIEWS OF WORK
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DIFFERING VIEWS OF WORK SCHEDULE
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DIFFERING CAREER PATHS
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DIFFERING VIEWS OF SENIOR MANAGEMENT
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DIFFERING VIEWS OF WORK/LIFE BALANCE
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DIFFERING VIEWS REGARDING TEAMWORK
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DIFFERING VIEWS REGARDING COMMUNICATION
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DIFFERING VIEWS REGARDING TECHNOLOGY
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DIFFERING VIEWS REGARDING QUALITY
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DIFFERING VIEWS OF iPODS, CELL PHONES, PDAs
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DIFFERING VIEWS OF WORK STYLES REWARDS
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DIFFERING VIEWS OF DRESS
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DIFFERING VIEWS ON RECRUITMENT
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DIFFERING VIEWS ON WHERE TO FIND WORK
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DIFFERING VIEWS ON WORKPLACE TITLES
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SO WHAT DOES THIS ALL MEAN?


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GROWING DEMAND FOR

• Green experts.
• Portfolio optimization skills.
• Corporate services knowledge.
• Capital markets expertise.
• Industry specialists/niche players.
• New urbanism/mixed-use experience.
• Distressed debt transaction specialists.
• CRMs and new business generators.
• Those who bridge the generational divide.

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IF YOU ARE CONSIDERING CHANGING JOBS

• Find a company that is a cultural fit with shared
  key values.
• View each position opening or lead as an
  opportunity, not a job.
• Do your homework.
• Weave their company into examples within your
  interview answers.
• Rehearse responses to job history questionsdont
  be blind-sided.
• Never criticize your current or past employer.
• Demonstrate knowledge of their business.
• Have at least one creative idea.
• Discover their hot buttons and shape your
  answers accordingly.
• Share examples that highlight your commitment to
  excellence, service, teamwork and leadership.
• Andhave funbe proud of your success and
  demonstrate the confidence every employer is
  looking for!

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REAL ESTATE ORGANIZATIONS

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IF YOU ARE DESIROUS OF MOVING UP

• Remove the chutes for failure and seek the
  ladders for success.
• Align yourself with supportive Managers, not
  Mentors.
• Develop a personal brand.
• Demonstrate outside work activities (professional
  and personal).
• Have a career plan, career goals and a plan to
  win.
• Get involved with professional organizationsand
  network!
• Determine your weaknesses and remove them.
• Dont compromise your values, your worth or your
  dreamsthis is a wonderful industrygo out and
  shape ityour way!

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