When it comes to mentoring new property managers, the sink-or-swim method in’t an option—if indeed it ever was an option. You’re building a team for the long haul.
By now should have read my previous blogs on how to pick a great property manager and how to onboard a new property manager. Make sure you get those steps right before you get to this stage, or you’re simply behind the eight ball before you’ve begun. Each step in the selection, interview, recruitment, and induction (onboarding) stage is also a training stage, and those steps must not be missed.
Clear guidelines, key performance indicators, minimum performance standards, and policies and procedures on each of the steps within your business are essential.
Mentoring is about spending quality time with your people. This is about showing them in detail how to become a better property manager. Take the time, show them how you do it, set your expectations, watch them do it, and repeat.
It doesn’t have to be a long time as long as it is quality time. The worst thing you can do it rush through.  This will cause problems as you end up not explaining the process or why its done that way.
Mentoring is about nurturing your team member into an outstanding property manager. You want them to be better at it than you, so show them how you do it and get them to improve on that.
Remember the process: Advertise, interview, recruit, induct, train, and mentor.
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