Introduction

In our series titled “The Winning Formula of a Championship Team” in property management, we continue to focus on Part 1: The Seven Critical Components.

As a brief reminder, Critical Component #4 is the Positions.  The Positions (Roles and responsibilities) are built on the Game Plan, Rule Book, and Play Book.  Documenting the roles and responsibilities in the company makes it easy to define what special skills we need in each position on the team in order to be successful.

Now that we have created the Positions we will use it to determine what Players we need on the team.

Critical Component #5: The Players

The alignment of team members with company ethos and job requirements is of the utmost importance. 

The focus is now on populating the positions (roles and responsibilities) with individuals who don’t just fit the job description but also embody the company’s spirit. 

Here’s a guide to navigating this intricate process, ensuring that you have the right people doing the right jobs.

Understand the Unique Needs of Your Business 

Property management demands a unique blend of skills. Team members in this industry need to be adept at customer service, have a keen eye for detail, and possess a solid understanding of the legal and financial aspects of property management. Recognizing the multifaceted nature of the roles within your company is the first step toward finding the right candidates.

Leverage Behavioral and Skill Assessments

To match candidates with the right positions, consider incorporating behavioral assessments alongside skill-based assessments. These tools can offer invaluable insights into a candidate’s suitability for a role, especially for positions that require specific behavioral traits or interpersonal skills. 

Use these behavior and skill assessments to gauge how team members might align with your company’s values and how they could complement your existing team dynamics.

Prioritize Cultural Fit

A Player’s alignment with your company’s core values and vision is just as critical as their professional capabilities. Identify individuals who not only have the skills for the job but who are also genuinely passionate about your mission and vision. This cultural fit is a key ingredient in building a cohesive, motivated Championship Team.

Develop a Comprehensive Onboarding Program

When identifying the right candidates for each position, a well-structured onboarding program is crucial to integrate them into your team and their new role successfully.

This program should not only cover the practical aspects of their roles but also immerse them in the company culture, mission, and values. A thorough onboarding process ensures that new hires understand their contributions to the company’s goals and how their work impacts the broader vision.

When one of my clients hires a new team member or promotes a team member to a new position I typically recommend that for the first two days that the team member is in their new position they are to review the company mission, vision, core values, policies and procedures and take notes and create a list of questions.  At the end of those first two days I recommend that they attend a meeting with their immediate supervisor to discuss their notes and get their questions answered.  

From my research, this seems to be a much better onboarding process than most of the people in the industry receive when starting their new position.  

Foster Continuous Learning and Development

The property management industry is ever-evolving, with frequent legislative changes, market shifts, and technological advancements. Encourage continuous professional development among your team members to keep them at the forefront of industry trends and best practices. This commitment to growth not only enhances your team’s skill set but also contributes to job satisfaction and retention.

Implement a Feedback Loop

Establishing a culture of open communication and feedback is essential. Regular check-ins and performance reviews provide valuable opportunities to assess job fit, address any challenges, and realign expectations if necessary. These sessions can also identify potential areas for growth or development, ensuring that your team remains motivated and engaged.

Conclusion

Filling positions with the most qualified people in a property management company goes beyond matching resumes to job descriptions. It requires a holistic approach that considers the candidate’s skills, behavioral traits, and alignment with the company’s core values and vision.

By leveraging comprehensive assessment tools, prioritizing cultural fit, fostering continuous development, and maintaining open lines of communication, you can build a team that is not only capable but also deeply committed to driving your company’s success.

Remember, the right players in the right positions are the cornerstone of any championship team in a property management business.

Next week

Next week we will discuss Equipment (Technology, tools and resources).

This can be dubbed “Winning Gear and Support.” It emphasizes the critical role of technology, tools, and resources in empowering the team, enhancing performance, and achieving competitive advantage.