404-2 404-3 GRI
15 | REGENCY CENTERS CORPORATE RESPONSIBILITY REPORT
To ensure we remain at the forefront of our competitive industry we seek out and retain the best in the business. This includes supporting our people in their training and development efforts. Every eligible employee receives an annual review and career development discussion in addition to relevant occupational education and training. We also provide leadership and interpersonal skills training to give employees the tools and skills needed to succeed in their roles and live our values.
Training and Education Initiatives
360-degree employee feedback and coaching Annual coaching and feedback for select director and officer level employees S ix-month guidance with a third-party executive coach who tutors the candidate to success using a plan developed by the candidate and his/her manager
Access to leadership Quarterly town hall meetings Team building sessions
Professional development Third-party lunch-and-learn workshops
Q &A opportunities with Operating Committee
C rucial Conversations communications workshop L eadership Essentials for management success
10,647
“Leading with Integrity” program for character development
Total Hours of Training
H iring dos and don’ts to ensure non-discrimination and ethical hiring practices
GOALS
OUR PEOPLE
OUR COMMUNITIES
23 Hours Average Per Employee
1 00% of employees receiving regular performance and career development reviews with support for training and other development opportunities
REGENCY OVERVIEW
IN 2019, REGENCY EMPLOYEES PARTICIPATED IN:
ETHICS AND GOVERNANCE
ENVIRONMENTAL STEWARDSHIP
GRI INDEX
