Are Your Managers Burned Out? Probably.
The stress experienced by community association managers can pose serious problems for their employers, including reduced productivity and staff levels. “We’ve had managers quit because they were burned out,” says Paul Grucza, director of education and client development at the Seattle-based management company CWD Group, Inc.
Are you taking the steps you should to understand and help your employees deal with their mental health issues?
Ken Bertolucci, president of NS Management in Skokie, Ill., thinks the problem pre-dates the pandemic for managers: “Dealing with burnout and owner anger is the biggest challenge in this industry. I’ve thought that for a while, and COVID has made it worse.
“Our people are feeling stress because owners are more on edge and angrier. People who are normally rational are more upset about things that aren’t crucial. That pressure rolls over onto our managers.”
This atmosphere is taking its toll, and you can see that in the expedited burnout rates for managers.
“Previously, burnout in the industry generally happened around seven years in” Grucza says. “If you made it past that point, you were a seasoned veteran. Based on polls, surveys, and statistical analysis I’ve been involved in, the average burnout time is now 18 months.”
Problems with owners aren’t the only contributor to this state of affairs. According to Grucza, the shift to remote work also has played a large role. While some of CWD’s managers have thrived working remotely, not everyone has fared as well.
“Some folks have difficulty with structure when left to their own devices and don’t have the at-home motivation,” Grucza says. “Some employees really only thrive in a ‘live’ environment where you come to an office and you’re with your colleagues to provide you the support you need to succeed.
Learn how you can support your managers and reduce burnout and preventable turnover: