September 5, 2025 CH Management Team
Manager turnover is never ideal — but it doesn’t have to stall your community’s progress. Whether you're onboarding someone new or dealing with a temporary vacancy, the steps below can help your board maintain momentum and stability.
Set the tone by scheduling a quick call or meeting with the new manager (and their supervisor, if possible). Share:
Clarity from the beginning saves time and reduces confusion later.
Help your new manager avoid digging through years of files by summarizing:
A quick-reference doc (or even a recorded Zoom summary) can be a powerful tool.
Managers need time to learn your community — but timelines still matter. Use a 30/60/90-day onboarding framework to set benchmarks like:
Check in regularly, but respectfully. This shows you care about performance — not just people-pleasing.
If your manager is new, the rest of the management company should not be. Ask:
A good company provides structure behind the scenes — not just a single point of contact.
Turnover has increased in part because of how people are treated. Boards that lead with respect and professionalism are more likely to retain great managers.
You’ll be surprised how far decency goes in keeping talent engaged.
Don’t just ask who your new manager is — ask what they’re doing differently to reduce turnover. A forward-thinking firm will have answers. An overwhelmed one won’t.
We’ve supported dozens of communities through transitions and know what it takes to keep things on track. Fill out the form below to connect with our team — no pressure, just practical advice and support.