When it comes to hiring new staff, does it ever feel like you’re jumping off a cliff into the abyss? Like you and a private service professional are getting married without knowing each other really well?
I can tell you from experience as a former estate manager, and from the estate managers and house managers I speak with, that this feeling goes both ways.
The solution to this for both parties: a 90-day trial period
Use a 90-day trial to:
- Allow everyone to see each other when they're tired.
- Flush out some stressful situations.
- Reveal everyone’s truest personalities, allowing you to see if they work together, or don’t.
- Ask your estate manager to outline what you're going to receive in the 90 days
- Have them walk all of your properties so that, later, they can be effective in answering your questions as well as questions from other staff and contractors, and in making decisions on your behalf.
- Have them conduct both one-on-ones with your other staff members as well as team meetings so they can understand how staff interact with each other.
- Have them gather key contractor information so they are set to react efficiently while minimizing your risk if something goes wrong, is not on schedule, or is over budget.
- Write staff and contractor memorandums of understanding and have all staff and contractors sign them.
- Have your estate manager start providing weekly property summaries, one-page documents detailing what was completed, what's ongoing, what's coming up next week, stuck projects, and any staff updates.
- Have them capture all the above information in a system, preferably a project management system with a phone app, so that, in the event that this person doesn't last beyond 90 days, your next candidate won't have to dig so deep -- saving you time moving forward.
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