developed your strategy to hire management. It’s now the execution of that plan that will be the hard part.
Community Communication
To prepare your Association for the change, the message must start from the top. If you and the other leaders of your community aren’t prepared and excited for change, your energy will echo through the association. You cannot expect your homeowners to look forward to this new way of doing business if the entire Board is, for lack of a better term, not on board.
of new management so that it is comforted and informed the culture of your community. Discuss why the decision was made and use positive terms “We warned you if you didn’t step up to serve, we’d hire management. Well, none of you did, so please meet your new manager. Your dues are going to increase
too,” tells your community that management is a punishment, and this may be impossible to overcome.
Instead, focus on how this change will positively impact the owner. “With this change you now have the option to use auto-payment for your monthly fees, as well as an online the change as early as possible and often utilizing every communication medium available to your Association.
Host of reasons
Share both the hard and soft factors that went into the change. Soft factors include things that motivated the Board such as the impact serving had to each of the volunteer’s lives, concerns owners shared with the Board or the Board’s desire to serve more as advisors to the Association and less as task managers. Hard factors may be that the Association is facing a large remediation project, the new management company’s access to expensive technology or perhaps the Board’s desire to engage assistance with a management or a high percentage of rental units.
Embracing the change
Consider planning a casual, social event with your party. A majority of your processes are going to change and some of these changing polices may be highly unpopular with your owners. People naturally worry what a transition will personally mean for them. To prevent rumors, resentment and
homeowners, not just on the nuts and bolts of the change but also on how community members can to contribute and, partners and residents to meet in a comfortable setting can help to alleviate a lot of fear of the unknown.
A 2016 Robert Half Management
survey stated that most change management
efforts falter at the execution stage, but clear and frequent
communication can be the remedy. Attitude is Everything
Having a positive attitude about change is the key to a successful transition. Management will have to consider the following up in a consistent and timely manner will leave owners out of the loop and rumors will spread. Board members are a part of the implementation team and their this change will result in success.
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