Many of our property management business owner clients are focused on hiring or restructuring their teams right now.

In this episode of the #DoorGrowShow, property management growth experts Jason and Sarah Hull discuss the most important parts of the hiring process and offer a little bit of “tough love.”

You’ll Learn

[04:39] 1. Finding the right person for the role

[11:04] 2. The importance of training your new hire

[24:41] 3. Implementing accountability for your team

[30:20] Review: what does the initial training period look like?

Tweetables

“We need to be clear on what results we're expecting.”

“Any ambiguity or fuzziness, then you're going to get fuzzy outcomes.”

“You cannot ever hire somebody and just say, "now my problems are solved." They're not solved yet.”

“If you skip onboarding or if you don't have a very solid onboarding and training process, it's going to cause just so much friction.”

Resources

DoorGrow and Scale Mastermind

TalkRoute Referral Link

Transcript

[00:00:00] Sarah: You cannot ever hire somebody and just say, "now my problems are solved." They're not solved yet.

[00:00:09] Jason: Welcome DoorGrow property managers to the DoorGrow show. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others, impact lives, and you are interested in growing in business and life, and you're open to doing things a bit differently than you are a DoorGrow property manager. DoorGrow property managers love the opportunities, daily variety, unique challenges, and freedom that property management brings. Many in real estate think you're crazy for doing it. You think they're crazy for not because you realize that property management is the ultimate, high trust gateway to real estate deals, relationships, and residual income. At DoorGrow, we are on a mission to transform property management business owners, and their businesses.

[00:00:53] We want to transform the industry, eliminate the BS, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. We're your hosts, property management growth experts, Jason and Sarah Hull, the owners of DoorGrow. Now let's get into the show.

[00:01:11] Sarah: All right.

[00:01:11] Let's do it. Before we do anything, we have an announcement for those of you that have not yet heard. Our foster dog Hans has been officially adopted. So we didn't do a podcast since he was adopted. So this is our first podcast that we don't have Hans kind of hanging out in the background. And I miss his little face, but he has an amazing family.

[00:01:32] Jason: I miss Hans. I don't-

[00:01:35] Sarah: love him so much.

[00:01:37] Jason: I don't miss him chewing my stuff in my office, but I do miss his little face as well. All right. Yes. Yeah, so he's adopted All right So the topic today and if you want to check that out, you can go to doorgrow.Com right at the top. There's dogs click on that see all our stories. Maynard got adopted.

[00:01:55] Sarah: Maynard is adopted. Yeah, he now lives in California.

[00:01:59] Jason: This dog was like on death's door multiple times. Well, many times. Now he's living it up with a wealthy dude.

[00:02:06] Sarah: Who just fell in love with him.

[00:02:07] Jason: Guy in California.

[00:02:08] Sarah: Maynard just captured his heart, loved him so much and wanted to provide him an amazing life, so.

[00:02:15] Jason: He's got a new name.

[00:02:16] Sarah: He's Bodhi.

[00:02:17] Jason: Bodhi.

[00:02:18] Sarah: Bodhi. So he's now driving around in a convertible in California. That's one of the pictures they put on there. Oh!

[00:02:25] Jason: All right. So

[00:02:25] Sarah: Maynard has a great life now, too.

[00:02:27] Jason: So you can check that out at doorgrow.com/dogs. All right. So our topic today that we're going to be chatting about you said that it came up a few times in You know this week with some of our clients dealing with some new team members We've got we're doing helping a lot of people with hiring right now.

[00:02:45] Sarah: Oh my goodness so many. I built so many DoorGrow Hiring accounts in the last week.

[00:02:49] Jason: Yeah, so we're setting up this hiring mechanism and machine and system so that people can have some consistently good hires. But that brings us to kind of the next challenge. So what have you been hearing?

[00:03:00] Sarah: Okay, so one client asked me, he's about to hire.

[00:03:05] He's going through the hiring process. So he doesn't have anybody lined up yet, but he's It's about to start this whole process. And he had asked me, "Hey, what about expectations for when they start when they come on?" And specifically this is a BDM. The second instance of this happening this week is a client who has already hired and his BDM is now about 60 days in.

[00:03:31] And he sent me a message yesterday and he said, "Hey, listen, I really need to talk with you before the end of the month. I need to make a decision on my team." So I said, okay, let's. Let's figure out what's going on? And he said "yeah, I'm kind of pissed because my BDM is like 60 days in, and last month he didn't do anything at all. And then this month he started like he hasn't closed anything yet," and by he didn't do anything at all, what he means is he didn't close anything.

[00:04:00] Jason: Okay. Not that he wasn't working. No deals yet.

[00:04:01] Sarah: Yeah. Okay. Not that he wasn't working. He was working. And this month now is his 60 day mark and he hasn't closed anything, but he's, you know, making calls and he's starting to, you know, get some things kind of ready and warmed up in the pipeline.

[00:04:16] He, he said, "man, should I just let him go? Like, is he just not the right person? I feel like it's 60 days, like, I should see some results at this point."

[00:04:26] Jason: Okay.

[00:04:26] Sarah: So I'd like to, I'd really like to talk about that. And this is going to be, whatever episode this is "Sarah's Tough Love episode." So here it is.

[00:04:35] Jason: Got it. Okay, I mean, let's get the basic stuff out of the way, right? First, we need to know that we have the right person. So, we need to know what those expectations are. So, that's where we define that. Usually, we call them R docs, but in this ultimate job description. So, we need to be clear on what we're looking for.

[00:04:51] We need to be clear on what results we're expecting. We need to be clear on, you know, what outcomes we're hoping for and they need to be clear on this, right? Like if we're bringing somebody in, they need that clarity. So if there's anyone listening and there's any ambiguity or fuzziness, then you're going to get fuzzy outcomes.

[00:05:09] And those aren't good, right? And so there needs to be at least, and you need to be on the same page. Literally, the way we do that is with a page called an RDoc. And so you make sure you're on the same page. And all those young Gen Z people, notice how I used the word literally, correctly like it's an actual page.

[00:05:28] Sarah: I was just thinking that.

[00:05:29] Jason: Stop saying the word literally. It drives me fucking nuts. So, all right.

[00:05:33] Sarah: Literally.

[00:05:34] Jason: I literally, like if, yeah, nobody's confused about it being figurative, then don't, you don't need to say the word.

[00:05:41] Sarah: I literally died yesterday when I read that text.

[00:05:43] Jason: No, you would be dead.

[00:05:45] You would actually be dead. All right. So, Now the next piece is we need to make sure we've got a person that fits that job description, right? They actually are the right personality. Well, let's talk about the three fits real quick. They have to match all three or they're not going to be a good BDM.

[00:06:01] Sarah: Or it's never going to work out. And it doesn't matter if it's a BDM, an operator, a property manager, an assistant, a maintenance coordinator. It doesn't, name the role, doesn't matter.

[00:06:10] Jason: So, first, they have to be the right personality for the job or they'll never be great at it. They'll never be motivated to do it.

[00:06:18] You bring in somebody to be a BDM, for example, and they're not the right personality to go out and want to talk to people and connect with people and network and that's not fun for them, they're always going to resist it. They're going to avoid it. They're going to do a bunch of time wasting stupid activities They're going to train everything else other than what really should be done, which is to go connect with people and have conversations. So they'r...