Aug 11, 2026 · 1 hr 1 min · 13 segments
Hiring a great employee is only the beginning. What happens during their first days, weeks, and months can determine whether they become a long-term asset to your property management company or…
Pete NeubigGuest
Mark CunninghamHost
You know, an important focus point of our industry is to often talk about how do we find, hire, recruit great people.

I've often said that I think one of the keys to our differentiation for our property management business is the team we have, and we put a lot of resources and work into getting great people.

In my conversation with Pete Newbig, we're gonna talk about what happens once you get the hopefully great person.

What do you do on day one, on day two, on week three? What should the training process look like when you get a new person in your office, and you have so much hope for them and so much potential? A couple specific things I want you to listen for in this conversation.

Pete's gonna share what he believes, and I'll share my opinion as well, on the ideal amount of training time.

How much time should you spend with this person ongoing? We'll talk about at what point do you say, "Gosh, this person's just not where I want them to be"? Is there a point in time where you acknowledge that maybe they're an underperformer? And what can you do about that? What do you say to them if that's the case? We'll also share our view, and Pete's view, of letting people work in office versus remotely because the challenge and the goal is when you find a great person, you wanna make them even better.
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You know, an important focus point of our industry is to often talk about how do we find, hire, recruit great people.

I've often said that I think one of the keys to our differentiation for our property management business is the team we have, and we put a lot of resources and work into getting great people.

In my conversation with Pete Newbig, we're gonna talk about what happens once you get the hopefully great person.

What do you do on day one, on day two, on week three? What should the training process look like when you get a new person in your office, and you have so much hope for them and so much potential? A couple specific things I want you to listen for in this conversation.

Pete's gonna share what he believes, and I'll share my opinion as well, on the ideal amount of training time.

How much time should you spend with this person ongoing? We'll talk about at what point do you say, "Gosh, this person's just not where I want them to be"? Is there a point in time where you acknowledge that maybe they're an underperformer? And what can you do about that? What do you say to them if that's the case? We'll also share our view, and Pete's view, of letting people work in office versus remotely because the challenge and the goal is when you find a great person, you wanna make them even better.