How to buy a house: The Millennial’s Guide

Hey you, under 30? Want to own your own home? Not a trust fund baby? Then read on to find how you can join our great property owning democracy.

Channel your inner Chairman Mao

As the great philosopher Dizzie Rascal said ‘if you don’t have a dream, how you gonna have a dream come true’. But if you don’t have a plan, then all you have is wishful thinking. So lay out a five year plan to save for your deposit. Now I know in an era of Packman video games, BookFace and WhatsUp us millennials are all about that instant gratification #LifeGoals but stick with me on this one. It’s worth it.

Chairman Mao was great at 5 year plans, utter shit at being a good, democratic leader. But at plans, he got his game on tight. So it would be worth following his lead, and if you work hard, keep an eye on your costs and can stack away £250 a month over 5 years you’ll have saved £15,000. Which is great because it means you’ll only be £18,000 short of the average deposit needed for a first time buyer. So whilst you won’t be anywhere near the required target for buying a house. You’ll have managed to see 5 years of your life drag by in the desperate hope of not living under the roof of a landlord who is a complete dick. Or with complete strangers who aren’t complete dicks. Or living with your parents who probably think you’re a complete dick.

Oh yea, that £33,000 figure is the UK average, so if you’re in London it’s nearer the £100,000 mark #SozBoss. The good news is that Chairman Mao had more than one 5 year plan, so you just continue to follow his lead and start another one, or two.

Find a rich old person, hope they die

I’m not going to lie, this one works best if you’re a financial beneficiary of a rich old person. So whilst strictly speaking you can do this with any rich old person, it would be better to be related to the aforementioned cashcow er I mean much loved elderly member of society. Considering we are a generation that may well be worse off than our predecessors, getting a leg up from your dead Nan is probably a good way of avoiding a tricky time to be alive and affording to buy a house. Particularly given that, of the estimated £7 trillion increase in net wealth in the UK since 1995, £5 trillion is related to the increase in the value of dwellings in this fair isle. So whilst 50 Cent had a plan to get rich or die trying. It’s probably best to focus on getting rich by someone else dying.

Read the Runes

Not getting paid enough to keep up with the rising cost of living? You’re a millennial, so you’re probably not, and living in the private rent sector, which is what most of us do, isn’t going to help. Well, there’s a number of ingenious ways you can help keep those pesky bills down. Helpful* souls like Edwina Currie, Strutt and Parker (although their numbers are a tad out there) and Tim Gurner have given really helpful advice on how to make your money go further. Which considering households today can spend like 36% of their income on housing costs is totes helpful.

Well there you have it, a quick and easy guide to getting a home. Good luck on your journey to joining the massive debt mountain that is keeping our crushingly unproductive economy going.

As ever, you can find more of my stuff here and follow me on Twitter here.

Photo Credit – KJØKKENUTSTYR (2016) Avocado Toast

*Arsewipes

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Do Millennials Dream of Electric Sheep?

Organisations need to be smarter in how they approach general training, personal development and high level talent management if they are to get the best out of their staff.

Please, Please, Please Let Me Get What I Want

When asked to prioritise what they want millennials tend to want jobs where they can make a difference, have personal development, as well as to be able to work flexibly and attain job fulfilment. Sometimes these are substituted for just being able to have a job. The first three points are consistently given as more important than simply getting a bigger paycheck.  Though on a personal level if you wanna chuck more cash at me, I ain’t gunna bitch about it. Joking aside, this is a change in priorities when compared to previous generations. It is something businesses are yet to fully get to grips with. That is partly down to how they approach personal development, something that needs to be worked on.

Don’t get me wrong, you shouldn’t believe all the hype. Millennials won’t solve all your organisation’s problems. But neither are they the complete shower that some would like to have you believe. My kith and kin have simply grown up at a time where one’s life goals and career paths have become increasingly fluid. An occurrence born out of necessity as much as design. Because after one of the biggest financial disasters occurs you take whatever work you can get.  This has had knock-on consequences in our outlook on jobs and life more generally.

Tailoring to fit

People may largely want the same thing (to get paid, to develop, to progress) but how that is achieved can vary significantly. For all of the talk of flexible working, and the desire for a job that fulfils malark, even we pesky kids still want steady jobs, regular benefits and paychecks from our employers. Presumably because sweet thoughts, dreams and unicorns don’t pay the exorbitant rent we have to cough up. But more broadly life approaches are different. That nuance is important when designing, delivering &  embedding in training and development programmes.

But all the above is moot if the culture behind the organisation stymies what your employees are learning. Because there is no point sending your staff on expensive training programmes if the culture, politics and environment back in the workplace nullifies any potential benefits/changes in approach at its source. For a case and point check out this article on leadership training and how it fails. It is, illuminating, but also beautifully highlights the point. In short, only when you get your house in order, will your flock, and business, grow.

This Is The End, My Only Friend, The  End

Fundamentally, understanding how your employees tick will enable you to go a long way in getting the best out of them. I’ve used millennials as an example in this blog because I am one, and they’re increasingly making up a significant chunk of our workforce. But the point applies across all your employees. Because, as this excellent blog from Tom Murtha points out, you don’t stop your development upon reaching the loftier levels of an organisation.

Obviously, the type and level of support of 40 year old director needs is very different to an apprentice new on the job. But they are part of the same whole. And in the end it’s just about people, their aspirations, and how that can be tapped into moving the organisation forward.

Photo Credit – Dickson Phua (2017) – The Spiral Into Desolation

As ever, you can find more of my stuff here and follow me on Twitter here.

Ain’t No Rest For The Wicked

Talk is cheap, building housing isn’t. The warm and conciliatory tone struck by Sajid Javid needs to be backed up by cold hard cash. Otherwise it is meaningless.

An honest mistake

I must say that I have been taken somewhat by surprise by the first day of the NHF conference in Birmingham. Not by Sajid Javid announcing another Green Paper on Housing. We’ve had so many pieces of legislation on housing another one isn’t going to hurt. But a Conservative Secretary of State for the DCLG talking about housing beyond pure numbers and bricks and mortar was not on the cards. 

I do not share his ‘pride’ on the Conservative Party’s record on council/social housing. It is abysmal, particularly in recent years. To call it anything else would be a dishonesty of the highest order. Nor do I easily swallow the fact that his speech ignored the complicit role the Tories have played in pushing policies that have marginalised, stigmatised and residualised social housing and the people who live in it. But the fact that he’s talking about such issues is a step change in and of itself.

It is one of the genuinely positive impacts of the Brexit vote that Messrs Cameron and Osborne are out of the picture. Because, for all their talk of being in the Centre ground, they were Neo-Liberal ideologues through and through on housing. Ownership was king, social housing bred Labour supporters. It was the role of the state to get out of the way and let the market provide. Policies and funding streams were designed accordingly. Consequently, we’re currently spending 79% of the total housing budget on higher cost homes for sale, and we’ve stopped funding social rent builds. At a time when rough sleeping is up 134%, when housing homeless people in temporary accommodation is costing £845 million a year and it costs 23% more in housing benefit payments to house someone in the PRS than if they were in a social housing. That is insane.

Ain’t no rest for the wicked, money don’t grow on trees

Whilst the prospect of yet another Green Paper on housing hasn’t exactly warmed the cockles of my heart, it is an opportunity to push the case for properly funding social rent. It could also provide a break from some of the barmy policy decisions highlighted above. But just as the Housing White Paper studiously avoided an open debate about the Private Sector, its standards and greater regulation. The ‘broad’ and ‘wide ranging’ remit of the Green Paper will just focus on one element of the rented housing in this country. That is a deliberate omission, and a big mistake.

Just as policy focus  purely on building for home ownership was wrong. There is no point zeroing in on one element of policy interventions in rented housing. It is utter folly to ignore the broader policy context and market idiosyncrasies that impact on the need for more social housing. We need to provide more, better, secure housing. Regardless of whether it’s rented private housing, rented social housing or home ownership.

History Repeating

In his speech Mr Javid mentions learning from the past. I truly hope that he heeds his own words, otherwise we’ll be exactly where we started. Which is in a pretty darn big mess.

Photo Credit – Matt Biddulph – Council Estate (2008)

As ever, you can find more of my stuff here and follow me on Twitter here.

Float On

As a child my ladyfriend was asked what she wanted to be when she grew up. She replied matter of factly that she was going to be a lipstick. A response that wins hands down in terms of blue sky thinking. Alas my aspirations were a bit more mundane. If I remember correctly the two main ones were to become a Firefighter or a mechanic. Turns out I’m afraid of heights and crap with tools, so it’s probably a good thing I got into housing.

Who’d have thought that after all, Something as simple as rock ‘n’ roll would save us all

I’ve never particularly had a plan. Other than I knew I wanted to work in social housing, and even that came quite late, it’s all been a bit fuzzy. As a teenager and in my early 20s I did my fair share of crap jobs. Ones that suck the life out of you. Subsequently my only real guide has been to find jobs that are of interest to me, that challenge me, and hopefully ones that can leave behind some kind of meaningful change. Other than that I’m pretty open to the options out there.

Perhaps that lack of a plan probably wasn’t a bad thing, Chairman Mao-esk 5 yr plans have historically left a lot of people dead, but more importantly priorities change and as Colin Powell noted ‘No plan survives the battlefield’, so why have one? More’s the point, despite what those earnest posts on LinkedIn will have you believe, very few people have set out plans for their career development, let alone a point by point explanation of their daily routine. Weirdos.

If you don’t have a dream, How you gonna have a dream come true?

However, not having a plan is not the same as not having an end goal. So if you had asked me 5 years ago where I wanted to end up I’d have probably said as a Chief Executive of a Housing Association. The pay is pretty good (or bad, depending on your point of view) and in being white, middle class and male I figured I was near enough half way there. However, if you asked me now, I’m not sure if I’d still agree with my younger self.

I’ve witnessed one parent suffer a nervous breakdown and battle depression, and saw the other drop dead as their semi-retirement approached. Such events tend to give one pause for thought. Particularly when it comes to how one’s work/life balance is set up. As you get further up the greasy pole that balancing act becomes harder to manage. These days I’m unsure if I’m willing to pay the price to maintain it.

I’ve got mates with kids who hate their jobs, but feel the need to stay in the role because they need the money. For them coming home to their family makes it worthwhile. Whilst I can see that point of view, I don’t think I could stand being in a job that I hated. But who am I to judge? 

I guess that’s the point though, isn’t it? We all make different life choices for different reasons*. A point we’re sometimes too quick to forget, and should try harder to remember. One person’s success is another’s mediocrity. In the end it’s all relative, we’re all just floating along trying to work out what it all means. If you ever find the answer (I hear it’s 42) do let me know.

*For a case and point see this handy guide on how not to be a complete dick when someone tells you they don’t have/aren’t planning on having any kids. 

As ever, you can find more of my stuff here and follow me on Twitter here.

Photo Credit – Ian Hasley (2012) Tower Block_Jardine Crescent_Coventry_Feb12

A Hotel of Views

Talent management is essential to both the future of the sector and the organisations that make it. Consequently it makes sense to work together to provide what many cannot do on their own.

Let’s Push Things Forward

As Adam Clark noted we still have an issue with people ‘falling’ into the sector like it’s a good thing. Certainly it’s the standard joke at any housing event I’ve been to. But clichés aside we’re still behind on nurturing talent and promoting the sector as a career of choice. Part of the issue is due to the disparate nature of the beast. Whilst there are some behemoths about, the majority fall into the Small to Medium Enterprise category. Whilst not intrinsically a bad thing, it means it’s doubly hard to set up AND maintain talent programmes. They require time, effort and drive. Lose one or two key staff members and the programme falls by the wayside.

The NHF has the Young Leaders events, the CIH has the Rising Stars, both are great for highlighting the potential we have in the sector. Having met winners and finalists of both they are humble, ambitious and utterly talented people. But it strikes me that few have been able to slot into follow-on talent development programmes. The kudos gained from entering national competitions has helped get them noticed but what happens afterwards? Elsewhere the GEM Programme is an exceptional means by which to get graduates into the sector.  But again, what happens after the initial placements end? How do we, as a sector, manage the undoubtedly talented guys and gals that we have?

Ducks fly together

It’s normally at this point in a blog about personal development that Richard Branson is quoted. This blog is no different. For me, the two most notable ones from him/Virgin more generally are:

Train people well enough so they can leave, treat them well enough so they don’t want to.

If you look after your staff, they’ll look after your customers. It’s that simple.

They’re great quotes, and great principles to work towards but where are Housing’s Richard Bransons? I fully agree with Nick Atkin that we need to change our shop window. But to do that we need to have an honest look at ourselves, at who we want to be as organisations and as a sector. I’ve no doubt that many organisations want to develop and invest in their staff above and beyond what they already do. But whilst that willingness may be there in terms of developing talent, the ability to do so might not be.

For me what is needed is a sector wide development programme. One that allows the participants to work within different organisations as well as between different departments as is usually the case. As I’ve said before, we’re pretty darn good at sharing knowledge and best practice. Why not share the nurturing of the talent that will drive us forward?

The advantage of working together is the shared benefits. Organisations without the ability to provide talent programmes of their own would be able to offer their staff an opportunity to develop that otherwise wouldn’t be there. Bigger organisations could benefit from an outside view of their systems and processes that could be otherwise drowned out.  There’s also potential to help even out the mix and match talent managment programmes the sector currently has. Everybody wins.

This approach might not work for all, but the worst that will happen is that we just return to what we’re doing now. Hardly the end of the world in terms of risk, so why not try?

As ever, you can find more of my stuff here and follow me on Twitter here.

Photo Credit – Eirik Refsdal (2007) Scaffold

Sit Down, Be Humble

The conference is dead. Long live collaborative work events.

Time is money, so don’t f*ck with mine

One of the lessons I learned early on in my career is that most networking doesn’t actually take place in events designed to facilitate networking. This is odd, because as a sector we are pretty good at sharing learning and best practice. Particularly lower down the food chain. But these events tend to follow a wearily predictable pattern. The coffee is horrific, the biscuits worse and that’s before your attempts at making small talk with someone who probably thinks WhatsApp is an internet. Yes interpersonal networking is a necessary skill, but give a chap a chance with a decent Hobnob or two, we’re not animals, you beasts.

The speeches are hours of your life you won’t get back. Where engaging content is typically treated as an afterthought by the speakers. The breakout sessions are rushed and haphazard. Frenetic energy & forced enthusiasm are not a good mix. I dunno what annoys me more at these faux seminar encounters – the person who talks over everyone else, or getting stuck having to write up the bloody notes. I’m sure useful stuff happens at these things. But I’ve found one makes better, more interesting, connections via less formal gatherings than at a conference. Because frankly if I wanted to listen to a bunch of middle aged men living on past glories and discussing subjects that provide no real insight/are of no particular use, I’d turn on the TV and watch Soccer Saturday†.

Dust in the Wind

For those of us born after Duran Duran were a thing, networking online before physically meeting someone is pretty normal. Whilst unconferences (I know, I hate the term too, but they have their uses) tend to offer a more palatable affair than their more orthodox cousins. There’s something essentially democratic about a day where topics are proposed and then assigned on a basis of passionate arguing for their right to exist. By allowing delegates to steer the focus of the learning one tends to get a better level of information exchange. Which is ultimately one of the main goals of a conference, to disseminate knowledge en masse. As well as you know, meet interesting people and make small talk about how shit the weather is.

Even the online presence of conferences annoy me. Instead of having an arbitrary hashtag most folks get wrong, despite being reminded every 5mins to tweet using it #OMGBestConferenceEver17. The more organic social media presence that comes with peer created, less formal conferences generate a better and more memorable buzz. Because they allow people to buy into the day by getting them to shape it. Such an approach also gives people the opportunity to share ideas, and dare I say it, network prior to the day. This makes it a darn sight easier to hit the ground running and thus offers a greater potential for a heavy focus on collaborative working/discussions instead of cringe worthy icebreakers. It is a better way to network, it is a better way to work collaboratively full stop.

There may well continue to be a place for standard conferences. God knows we need our peacock season, where people go to see and be seen. It’s also a useful means by which to get one’s senior management team out of everyone’s hair for a day or two. But fundamentally I am yet to be convinced we are getting a good bang for our buck in relation to what’s currently available. For the layperson they offer very little. Well beyond ego massaging that is. But if that’s all there is, why bother?

As ever, you can find more of my stuff here and follow me on Twitter here.

†We’re in the UK, you sods, it’s bloody Football. Not Soccer.

Photo Credit Dimitris Kalogeropoylos – Conference (2008)

Wolves

Since I was a kid I’ve always listened to an absurdly varied/eclectic mix of music. I’m as likely to listen to the ear-bleed inducing tones of Amon Amarth as I am BB King. Probably helped by the fact the old dear loved Fleetwood Mac as much as Chris De -fucking-Burgh, or Steeleye Span (who did a whole fricking song in Latin) as much as the Rolling Stones. The old Man has a more focused musical taste – essentially anything after the 1970s sucks.

A song I find myself returning to is by the Hip Hop group Dead Prez (you’ve probably heard one of their tunes without knowing it – it’s on this VW advert). Well, it isn’t actually much of a song, it’s a speech by Omali Yeshitela which itself is overlaid on a sample of ELO’s Another Heart Breaks. In his speech Omali uses a wolf hunting anecdote – where wolves are tricked to bleed to death by licking a blood covered knife blade – to highlight how the use of crack-cocaine (i.e. the production and selling of it) by African Americans to obtain material wealth has subsequently done enormous damage to their communities across the US. For the purpose of this blog it’s also an apt metaphor for the UK’s relationship with its housing market.

Too much of a bad thing is worse than too much of a good thing

With the Housing Market being such a significant part of our economy successive Governments have chosen to prioritise a superficially buoyant housing market over a sustainable, stable one. By focusing on one element of housing, home ownership, they have helped to create a market that is working for an increasingly smaller section of society. Just like the wolf in Omali Yeshitela‘s speech, what Governments have thought was a free meal will ultimately be their undoing.

The horrific scenes at Grenfell seem to have hit a nerve with the public in a way many in the sector have failed to do over the years. It shouldn’t need this sort of horror to to jolt the public consciousness, particularly as this has happened before. The front headline of Inside Housing was simply How could this happen. AGAIN. I must confess I share their disbelief. It is as appalling as it is preventable.

I am not going to go through the ins and outs of the technicalities on Fire Risk Assessments (and associated regulations) in high rises. Because frankly I haven’t got a clue on the subject. However, a worthwhile (non-technical) perspective on Grenfell is available here by the Municipal Dreams blog. I just hope lessons truly are learned this time.

Better the Devil you don’t know, ‘cos this one sucks

Much of the anger around Grenfell is tied to the lack of voice those who raised concerns have had. They reflect the broader sidelining of renters by successive Governments. Who have failed to provide adequate protection for those living in rented accommodation. Politicians have consistently riled at further state regulation of the most basic element of human need, shelter. With such moves often being portrayed as some sort of mad cap descent into Stalinist autocracy. Case and point:

The Revenge Eviction Bill’s first incarnation was filibustered by Philip Davies and Christopher Chope. When Labour’s attempt to ensure private renters were able to expect housing that was fit for habitation both the current Secretary of State for the DCLG, Sajid Javid, and our former PM David Cameron voted against it, one of 72 MPs registered as landlords that helped to defeat the bill. I’m sorry, but how the fuck is that controversial enough to vote down? The answer is it’s not. But politically speaking renters (like the young) are seen as easy enough to ignore. It’s simply been more politically expedient to ignore renters than help them.

Grenfell may well turn out to be a tipping point in housing policy in the UK. But that will only happen if the sector stands up for what is morally, financially and policy-wise the right thing to do. David Lammy’s comments on the future direction we as a society need to decide on are available here. They are heartfelt and, in my humble opinion, are 100% correct. It’s a discussion we need to get involved with. The sooner, the better, if we are to make the UK Housing market work for those at the top, as well as the bottom.

As ever, you can find more of my stuff here and follow me on Twitter here.

Photo Credit –Wojtek Gurak (2011) Celosia Social Housing