Experience working with HOA onsite staff Through our 34 years of community management, we have served a great magnitude of associations with every variety of onsite staff, including some of the most complex associations and operations on the West Coast. How do you communicate with HOA onsite staff? For our on-site staff members, we want to ensure they are fully prepared for each specific community they serve. Seabreeze will work with the Association on identifying the needs for the residents and train on-site staff accordingly. We can customize the training program based on your requests, and the community’s needs, allowing us to truly meet every need you may have. This ability puts us at the forefront of customer care in our industry. In the first 90-day audit, we are going to be looking at the facilities, and will come up with a specific plan that will include maintenance manuals, warranty items, as well as a maintenance matrix. Once these items are in place, we ensure that all on-site staff, and vendors, are in compliance with the specific modules. Seabreeze believes that the performance communication process is essential for promoting personal success and fostering a collaborative culture. Our senior leadership team or directors make it a priority to regularly check in with the Board Members to ensure their needs and goals are being met, also if there are any improvements, etc. that can be done to streamline effectiveness. The supervisors have regular check-ins or touch bases and discussions with their Community Managers about assigned duties and responsibilities, job performance and goals for the future. Throughout the year, supervisors provide guidance, coaching, and feedback to their staff on job duties, responsibilities, and performance. This process is intended to recognize performance, successes, and achievements, as well as identify opportunities for development and growth. Feedback from this process aids in the development of effective training programs to further expand knowledge and skills. We require these in-depth conversations each quarter and smaller check-ins biweekly. Formal performance reviews in which the employee is able to advocate for a raise, are completed annually; performance of every employee is evaluated by their immediate supervisor and reviewed by the next level manager. This copious amount of communication helps to keep every employee on the same page. The director/supervisor of the Community Manager would remain in continued communication with the Board throughout the entire relationship with your association. If a complaint or issue regarding the Community Manager was brought to the Board’s or management’s attention, the supervisor would immediately address this issue and ensure the Board is fully involved in resolving it.
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