Some Community Manager's Don'ts When First Taking Over

Now understand what I am about to write is not an absolute as every situation is a little different. What I am about to write is my experience of where things can jump ship. I have seen generally when managers get off on the wrong foot it is with one of these four areas:

1. Don’t be a know it all: This is the quickest way to shut down your communication. You want your staff to open up and give their opinion concerning the community.

2. Don't Make Quick Changes: Every staff fears the new manager will make quick changes. Observe and listen, and you will note the things you will want to change, but do not jump on them right away. Let your staff know that you do not make quick, arbitrary changes. Nothing is worse than a manager that comes in and changes established procedures and for sure if they are associated with an ex-manager that was very popular. Do let your staff know you will change any situation that is dangerous or harmful to the staff or the community. Most changes deserve your thoughtful and careful deliberation.

3.Don't Bad Mouth the Old Manager: Now the manager that was there before you could have been one of the worst managers in multifamily history, but do not bad mouth them. You are now the manager; if you want something changed give the directive and it will happen. You want to avoid saying, "This or that is all screwed up and it shows the ignorance of the previous manager and I am changing it." This attitude may reduce your image in the eyes of your staff.

4 Don't Brag: You have been selected to be the manager of a community; which is a very important responsibility; do not let it go to your head! Your staff will know that you are good or else you would not have been selected for the position. Saying things like, “I’m going to take this sorry community into the most sought after community to live in will turn your staff off. Know the difference between confidence and bragging. Confident managers do not have to brag as they will get their community to produce and be the place where others will want to live!

Remember that your title is Community Manager, but you are also a leader! Your duty as a manager is to plan, organize and coordinate. Your job as a leader's is to inspire and motivate. GO OUT AND DO GREAT THINGS!!!!!!!!!!

Don't assume that if there is a problem at the property it's a staffing issue. I have managed many properties and been involved in many acquisitions. Many times if there is a problem with the staff it's either a training issue or a lack leadership. Try having a meeting with each staff member over the first week to discuss their goals and any concerns they have. I once took over a community where the former manager agreed to stay on for a week to help with the transition. She went about explaining each staff member’s flaws and why I should probably plan to replace them. Of course my first thought was why are they still employed if they have all these problems. Once the manager left I met with each staff member and learned they just didn't really know what was expected from them. I kept every member of the team on and together we turned the property around. All of those people are still in the business and most of them have achieved great success, they just needed someone to guide them.

Hey Stephani,

That was good as you did not make quick changes. You assessed things for yourself and it paid off!