For PMC Owners: How to Hire and Retain A-Players

For PMC Owners: How to Hire and Retain A-Players

In the competitive field of property management, having a team of A-players is essential for success. These are the top performers, the go-getters, and the individuals who can consistently exceed your expectations.

But how do you find and retain these high-caliber employees? Let’s explore the importance of hiring and retaining A-players in property management and some strategies to help you do just that.

Table of Contents

Importance of Hiring and Retaining A-Players in Property Management

Having A-players on your team is crucial for several reasons. First, they bring superior skills and knowledge to the table, which can drive your property management company to new heights. A-players are self-motivated, proactive, and always willing to go the extra mile, ensuring that your properties are managed efficiently and effectively.

A-players also set a high standard for the rest of your team. They lead by example, inspiring others to elevate their performance and pushing everyone to strive for excellence. Their exceptional work ethic and dedication can create a positive and motivated work environment that boosts overall productivity and satisfaction.

Lastly, A-players are more likely to attract other high-performing individuals. When word gets out that your property management company is a great place to work, you’ll have a higher chance of attracting top talent. This can lead to a continuous cycle of recruiting and retaining A-players, strengthening your team over time.

Consistent Interview Process and Defining Clear Scorecards for Job Positions

The first step in hiring A-players is establishing a consistent interview process. This ensures that every candidate is assessed fairly and consistently based on their qualifications, skills, and cultural fit. By standardizing the interview process, you reduce the risk of bias and improve the accuracy of your hiring decisions.

It’s also highly important to define clear scorecards for each job position. These scorecards outline the key competencies and requirements for the role plus a three-month scope of the role, giving you a clear benchmark to evaluate candidates against and a road map forward. This ensures that you’re not just hiring based on gut feelings or impressions but on objective criteria.

For example, if you’re hiring a property manager, your scorecard might include skills such as strong communication, problem-solving, and financial management. By clearly defining these expectations, you can identify A-players who possess the necessary skills and experience to excel in the role.

Hiring Above the Median or Average to Raise Overall Talent Level

One effective strategy for hiring A-players is to aim above the median or average level of talent in our industry. While this may require investing more in terms of salary or benefits, the long-term benefits can far outweigh the initial costs.

By hiring individuals who are already high performers, you raise the overall talent level within your property management company. A-players not only bring their exceptional skills and experience but also their drive and motivation to succeed. This can create a positive ripple effect, inspiring others to step up their game and strive for excellence.

When hiring above the median, it’s crucial to conduct thorough reference checks and assessment exercises to ensure that candidates truly possess the qualifications they claim. This helps you avoid costly hiring mistakes and ensures that you’re bringing in the right people who can contribute to your organization’s success.

Creating a Culture of Meritocracy and Team Mentality

A-players thrive in environments where their contributions are recognized and rewarded. So it’s essential to establish a culture of meritocracy within your property management company. This means that promotions, bonuses, and other incentives are based on performance and results rather than seniority or favoritism.

One way to foster a culture of meritocracy is by implementing performance-based compensation systems. This allows A-players to see a direct correlation between their efforts and their rewards, motivating them to continuously excel. It also sends a clear message to your entire team that hard work and outstanding performance are valued and recognized.

In addition to meritocracy, promoting a team mentality is equally important. A-players thrive in collaborative environments where they can contribute their expertise and learn from others. Encourage teamwork, open communication, and knowledge sharing to create a supportive and conducive work culture.

Building a Brand as a Destination Organization for A-Players

In order to attract and retain A-players, your property management company must be seen as a desirable destination for top talent. Building a brand as an employer of choice requires careful planning and execution.

Start by showcasing your company’s unique selling points to potential candidates. Highlight your company’s values, mission, and the opportunities for growth and advancement within your organization. Emphasize the positive work culture, the learning and development programs, and any additional perks or benefits that set your company apart.

You can also use employee testimonials and success stories to illustrate the positive experiences of your current A-players — we recorded an entire video aimed at prospective employees using this tactic. This can help prospective candidates envision themselves as part of your team and motivate them to join your organization.

Final Thoughts: Hiring and Retaining A-Players at Your PMC

In conclusion, hiring and retaining A-players in property management is essential for achieving sustainable growth and success. By implementing a consistent interview process, defining clear scorecards, and focusing on hiring above the median, you can attract high-caliber talent.

And don’t worry. We’ll be here to help you out every step of the way!

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