Starting a new job comes with a learning curve. Starting a new job while learning an entirely new side of the housing industry can make that curve even steeper.

At Roots Management Group, we believe no one should have to navigate that learning curve alone.

That’s why Roots’ Mentor Program pairs experienced Community Managers with newer team members to provide guidance, share institutional knowledge, answer questions and—perhaps most importantly—offer someone to call when you need a little reassurance.

The program is about training, but it’s also about connection, confidence and creating a culture where experienced team members invest in the people coming behind them.

And sometimes, the best way to understand the impact of mentorship is to hear directly from the people experiencing it.

Meet Lillie and Brandi

At The Ravines, Community Manager Lillie Roseburgh is learning the ins and outs of manufactured housing with the help of her mentor, Brandi Dwenger, Community Manager at Madison Estates.

Lillie came to Roots with approximately five years of housing experience, including Section 8, LIHTC and Market Rate housing. While she brought a wealth of industry knowledge with her, managing a manufactured housing community was a new experience.

Two things initially attracted her to Roots: the opportunity to learn more about the manufactured housing industry and the proximity of the position to her home and family.

“The Ravines has its similarities, but managing an MHP is definitely new for me,” Lillie says.

That’s where Brandi entered the picture.

Assigned as Lillie’s mentor by her previous Regional Manager, Tracy Stuart, Brandi quickly became a resource Lillie could rely on.

“My first impression of her was down-to-earth, approachable and very knowledgeable,” Lillie says.

Five months into her Roots journey, Lillie says the mentorship has helped her gain confidence with everything from Roots’ technology and software to the day-to-day challenges of managing a community.

More Than Training

For Lillie, one of the biggest benefits of having a mentor is knowing there is someone she can turn to when she encounters something new.

Each time Lillie has needed to complete a new task using a Roots app, Brandi has patiently walked her through it step by step, often at a pace that allows Lillie to write down the process and refer back to it later.

“She provides step-by-step instructions at a pace that allows me to write down the steps for future reference,” Lillie says.

But the relationship goes well beyond learning software.

“Brandi has given me a microscopic view of the Mobile Home Industry from her very knowledgeable perspective,” Lillie says. “I believe she has encountered everything you can imagine at least once and handled it like the true champion she is.”

That firsthand experience is one of the greatest benefits a mentor can bring to a new team member.

Brandi has been with Roots for 4½ years and has grown from Community Manager into both a manager and mentor. For her, becoming a mentor has allowed her to continue doing something she loves: working in community management while also helping others develop.

“I have grown from being the Community Manager into a manager and mentor,” Brandi says. “That growth shows me that I am in the right career. It allows me to be a step above manager without leaving the manager position, which I love.”

Learning Goes Both Ways

While mentorship may begin with an experienced employee sharing knowledge, Brandi says she has learned from Lillie, too.

“I very much enjoy working with Lillie,” she says. “She is in a different type of investor property than me. I love learning and teaching. This will be the best of both worlds.”

Brandi describes Lillie as a “go getter” who “jumped out the gate and took off.”

And one quality in particular has stood out.

“She is not afraid to own her position and do what needs to be done,” Brandi says.

That ownership was evident almost immediately.

When Lillie encountered challenges at The Ravines, one of the first priorities was addressing collections and evictions. Together, Brandi and Lillie completed a full audit of the accounts, identified errors and missed items, and began working through the necessary corrections.

For Brandi, that process isn't about simply telling Lillie what to do. It's about helping her think through the challenges herself.

“I listen to her,” Brandi says. “If she asks a direct question, we address it immediately. I also bring to the table issues I see. I ask her how she wants to prioritize them, and we include the Regional and SVP for confirmation.”

That balance—guidance without taking away ownership—is an important part of effective mentorship.

Confidence Comes From Knowing Someone Has Your Back

Lillie says having Brandi available has helped her become more comfortable in her role and has given her confidence as she continues learning.

“I believe having Brandi as my mentor will allow me to get comfortable in my role as the Community Manager and kinda' help the dust settle quicker,” she says.

Today, Lillie feels more confident using Roots’ apps and, just as importantly, feels confident knowing she has a resource available when questions arise.

“She is only a text, Teams call or phone call away if I have questions,” Lillie says.

For Brandi, that accessibility is an essential part of being a mentor.

“I do not just teach the new manager things, I support them,” she says. “As a long-term employee I have been through multiple changes and know the current ways that Roots works. I feel firsthand knowledge like that is a big step up for new managers.”

The Power of a Little Firmness, and a Lot of Compassion

Ask Lillie to describe Brandi and three words immediately come to mind:

Knowledgeable. Patient. Accessible.

But there's another quality Lillie says makes Brandi such an effective mentor: her ability to balance compassion with professional boundaries.

“She has a compassionate, empathetic and sympathetic leadership style with firm professional boundaries,” Lillie says.

Or, as Lillie jokingly puts it, Brandi seems to know when to “hold 'em and know when to fold 'em”—a little tribute to Kenny Rogers.

That combination of support and accountability is helping Lillie navigate her new role while developing her own leadership style.

And Brandi has noticed something in Lillie that she believes will serve her well.

“She is strong,” Brandi says.

From her first days at The Ravines, Lillie made it clear that she wasn't interested in simply accepting “the previous manager did this” as an explanation.

Instead, Brandi recalls Lillie telling residents dealing with issues:

“We start today with me and we work this out.”

That's ownership in action.

Why Mentorship Matters

Workplace research continues to point to the value of mentorship and strong employee support systems.

A 2025 Society for Human Resource Management (SHRM) report found that 54% of workers said they feel strongly motivated to persevere through career adversity when they have a mentor or sponsor. SHRM notes that mentorship can provide employees with stability, institutional knowledge, professional guidance and opportunities for development.

Earlier research highlighted by SHRM and Catalyst also found that formal mentoring programs can support employee engagement and retention, particularly when organizations establish clear expectations, maintain communication and track outcomes.

And while mentorship is just one piece of the employee experience, SHRM's 2024 research found a meaningful relationship between positive workplace experiences and employees' intentions to stay: only 9% of employees reporting a positive work culture said they were considering leaving, compared with 42% among employees experiencing negative work culture.

At Roots, the goal isn't simply to check a box with a formal program. It's to create relationships that help people feel supported while they learn, grow and take ownership of their roles.

Mentors Grow, Too

Brandi's experience is a perfect example.

Mentoring Lillie isn't just about passing along information. It's giving Brandi an opportunity to develop her own leadership skills, share the knowledge she's gained through experience and help shape the next generation of Community Managers.

And Lillie isn't the only one learning.

“I'm trying to be a sponge right now,” Lillie says. “So I am excited to learn as much as I can about everything that I can.”

Brandi appreciates that attitude—and says Lillie has already taught her something, too.

For experienced Community Managers considering becoming mentors, Brandi has a simple message:

“If you feel called to do it, JUMP!!! You never know what you are capable of until you try. We all have a lot of knowledge and experience to share!”

Keep Your Head Up and Your Eye on the Prize

As Lillie continues settling into her role at The Ravines, she knows there is still plenty to learn.

But now she has someone in her corner.

Someone she can text.

Someone she can call.

Someone who has been there before.

And someone who will help her find the answer rather than simply give it to her.

When asked what advice she would give Lillie as she continues her journey with Roots, Brandi didn't overcomplicate it.

“DO NOT STOP!!! KEEP YOUR HEAD UP AND EYE ON THE PRIZE!!”

It's advice that applies to more than just one Community Manager.

At Roots, we're building a culture where people are encouraged to ask questions, share what they know, learn from one another and take ownership of their roles.

Because sometimes, the difference between simply starting a new job and truly finding your footing is having someone beside you who says:

I've got you. Let's figure this out together.