The Right Team Is Your #1 Ingredient For Success In Property Management
Posted on 23. Nov, 2010 by Mike Brewer in Business
This is the first of a two part series where I will be using the book Good to Great by Jim Collins to talk about the topic of people. In the book Jim and his team of very talented researches dig up a few practical principles used by companies to differentiate themselves from the crowd. One principle includes hiring the right people, getting them in the right places and getting rid of the bad apples as quickly as possible.
Now, before I move forward, one could argue that a number of the companies that Jim writes about have failed miserably as it relates to the word great. Good might even be a stretch for some of those companies today. Despite the merit in that argument, the principle is the important piece to keep in mind here. If applied appropriately and consistently then good, if not great, results will be sure to follow.
I first read the book in the mid 2000’s while working for a nationally recognized and publicly traded REIT. It became the underlying premise for the forward-looking direction of the organization and despite some common ebbs and flows in adoption; it really made a difference. In this author’s opinion, it was the discussion and subsequent actions based on Chapter 3 that made the biggest impact and as such will be the specific topic we talk about in brief today.
First Who Then What
The principle of: “First Who Then What” or what I refer too as Page 41 thinking, is the key to it all. Page 41 references a somewhat collaborated quote from CEOs’ who took companies from good to great. They said, “Look, I don’t really know where we should take this bus. But I know this much: If we get the right people on the bus, the right people in the right seats, and the wrong people off the bus, then we’ll figure out how to take it someplace great.”
I think it goes without saying that the property management business is not rocket science. I think it also fair to say that there are but eight to ten principles that if preformed well and consistently will yield great results. And, to me, the number one fundamental is: get the people piece right and the rest will fall into place.
Hire for Attitude
I’ve seen it time and time again over the course of my career, one bad apple and the whole bunch stinks. Not as a function of all bad people but rather one person’s bad attitude that rubs off on others. I think Winston Churchill said it best, “Attitudes is a little thing that makes a big difference.” Therefore, in the quest of taking your property management operation from good to great in the year to come, I suggest you keep the following three things [we will discuss each in detail during part two of this series] in mind.
Three Things
1. Never hire out of desperation – take your time no matter how painful it is.
2. Weed out the bad apples at the first sign of bruising.
3. Get the right people in the right spots – don’t promote on performance alone.
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#1. How do you suggest companies use social media to screen for attitude?
#2. More importantly, since the power is with the “people” to screen the company – how should companies position themselves so they can attract people?
Duncan
Duncan
How are you good sir?
Great questions.
I think using social media for screening in any capacity is a slippery slope. It’s a very subjective process with a ton of gray area that I think will be defined by legislation over the coming years. My suggestion is to stay away from using this information as it relates to your hiring process.
Please let me know if I missed the point of the question.
That being said, I think your second question is the real key. I think organizations must have a presence on the media that their ideal employee participates on. Fish where the fish are, if you will.
As an example, I can see a compelling company blog or FB Fan page being a draw. I think it’s even more powerful if the blog contains conversation that demonstrates a commitment to purposes larger than self. For example, Mills Properties partners with local charitable organizations around the holidays to give of our time and resource. It’s nothing novel by any stretch but if the story behind it is laced with pictures, video and dialog that move emotions then the chance for true inspiration/engagement rises. It can and will move people to want to be a part of the quest themselves.
I have more a bit more to say but have to run out the door. I will make a point to finish up later tonight.
Thank you for taking the time to pose the questions D – you rock. Have a great Holiday.
M
Hiring the right person for the right job is key to any successful business. The problem is sometime you have to go through some staff to find that right person. As a boss finding key players makes your job easier and its make you shine to the higher executives you may report too. A happy staff is a successful staff……….of course money always cant hurt either
. One of my old bosses always impressed on me to hire the right person for the job and not hire someone just because you are in need. Just like he said in the blog below. Unfortunately that’s means you may have to step in or have your other employees step in where staff is lacking but if you hire the wrong person for the wrong job you and your employees will be stepping in anyway. So in other words hire the right person for the right job. Attitude also plays a key role in keep your staff happy and successful. Having an open door policy is always good because sometime you may not know who the bad apple is which means the bad apple problem may never be squashed.
John
Thank you for taking the time to add to the conversation. I 100% agree with your premise on the open door policy. I think that applies both to employees as much as it does to the end user, customer or in our case the resident.
I recall a recent experience at Dairy Queen – I made an order at the counter and upon taking a step to the left caught a sign that stated something along the lines of, If you do not receive the service you expect, call me at home. Next to it was the business card of the owner. He was, in essence, giving an open door to the customer to voice both acclaiming as well as detracting conversation about the service of the people.
What are your thoughts on mitigating the need to go through staff to find the right person? Is there something that you can recommend to help people hire right?
Thank you and have a smashing Thanksgiving.
M
After reading this it made me think. I could totally agree with hiring the right people to be successful. We as people often let others predict our day, and this could go into them predicting our future. Being around bad apples may rub off onto good people making them a sour apple also. Negativity and attitudes show signs of weakness and laziness. No one wants a weak person on their team. We have to learn to always be positive, and always strive for our personal best. Allowing others to change your perception on things will change your impact on getting things accomplished. This will lead to you not wanting to make a difference. Positive people make things happen, and make a huge impact in life. I would only want positive friends and would only hire positive people. (Positive people are go getters
Natasha Trible
NT
Hope all is well and good – congrats on your recent increase in responsibility. You rock!
I would suggest that you have a grade A heart and as such a grade A attitude! I applaud that you recognize the need to avoid those that would otherwise drag you down. In the same breath it seems to me that you recognize that you have near 100% control over it. We all hold the key to our heart and as such have control over our behavior and attitude. We have to give permission to others to build us up or break us down.
Have an amazing Thanksgiving and a toast to you – Build others and build a bright future….
M
You made a lot of good points
Attitude is definitely important in property management. “Weed out the bad apples at the first sign of bruising”: I think this can be a good thing, however I think sometimes people can also turn into “good apples”. I guess the question is if they are willing to change.
You write very well!
Victoria
Thank you so much for adding to the conversation. And, thank you for the kind word.
I think you hit a very key point on here. I would always advocate coaching new and improved behaviors in lieu of weeding people out.
I just think you have to be very clear with your expectations as it relates to their growth or lack thereof. And, if they miss – you have to be willing to make the tough call for the sake of the whole.
Great feedback – have an amazing week.
M