How High Turnover Undermines Your Community

Tired of Training a New Community Manager Every Year?

You're Not Alone. Manager turnover has always been a challenge in the HOA industry. But since COVID, it’s reached new heights — and communities are feeling it. For board members, the frustration is real:

• Another new name in your inbox
• Another learning curve
• Another transition period

But what many don’t see is what’s driving the turnover — and what your management company is doing about it.

COVID Changed Everything — Including Our Industry

The pandemic shifted how we live, work, and communicate — permanently. People spent more time at home, and naturally, they became more focused on their surroundings. Concerns that might have gone unnoticed pre-COVID became front and center.

But it wasn’t just about noticing more. The way people communicated changed, too.

With the rise of remote work and email becoming the default form of communication, many homeowners stopped filtering frustrations through face-to-face dialogue.

Respectful conversation often gave way to abrupt or even aggressive emails. And in our industry, that meant many managers — especially newer ones — simply burned out.

At Crummack Huseby, we experienced this firsthand. Some of our talented team members made the tough decision to leave the industry altogether — not because they couldn’t handle the job, but because the human side of the role had changed so dramatically.

What Turnover Really Costs a Community

When management changes hands too often, it has a real impact:

• Lost history: New managers need time to understand the unique context of your community.
• Delayed momentum: Projects, enforcement, and vendor accountability often stall during transitions.
• Board burnout: You end up training the manager — instead of focusing on board priorities.
• Frustrated homeowners: When communication resets every year, trust erodes.

Turnover affects more than just staffing — it affects the resident experience.

What We’ve Done to Adapt

At Crummack Huseby, we’ve taken a long, hard look at what causes burnout — and where we can do better. Here’s what we’ve done in response:

• Invested in team training & development: So that new team members are better prepared, and long-term team members feel supported.
• Strengthened internal support structures: Assistant Managers, Admins, and Directors are more involved — so the burden doesn’t fall on one person.
• Integrated better technology: Field tools, real-time software, and shared platforms reduce stress and improve continuity.
• Emphasized culture and values: We’ve doubled down on appreciation, recognition, and team connection — so people want to stay.

No company is immune to change, but how we respond is what matters most.

A Thought for the Boards

If your community is constantly starting over with new managers, you’re not alone. But you do have the right to expect consistency, continuity, and communication — even when people change.

Sometimes that means choosing a management company that isn’t so big it loses the personal touch — but isn’t so small that it can’t handle real transitions. It means choosing a partner that learns from turnover and builds resiliency into the structure.

Final Thought

High turnover is a symptom — not a strategy. What matters is how your management company builds systems and culture to support their people, so your community isn’t left starting over every year.

At Crummack Huseby, we’ve lived the challenges of the last few years. And we've used those lessons to rebuild, improve, and strengthen our foundation — for our team, and for the communities we serve.

Because your community deserves more than a revolving door. It deserves a team committed to showing up — and staying.

Tired of the Turnover? Let’s Talk.

If your board is ready for a management team that values consistency, communication, and long-term partnership — we’re here to help. At Crummack Huseby, we don’t just fill positions. We build resilient teams that support your community for the long haul.

Fill out the form below to start the conversation.