Open to Interpretation?

It’s okay to change your mind, but it should probably be less often than you change your underwear.

 

I’m not a fan of Mike Arrington over at Tech Crunch.  For those of you who don’t have time to waste on the drama of tech blogs, he’s usually the guy at the center of that vortex, stirring the pot between Google hating Facebook, Tech lawsuits, patent claims, Twitter beat downs, and Apple hating …well, anyone who doesn’t worship their products or the man in the turtleneck.

 

Arrington writes whatever he thinks will get the most attention in the second that he pushes the post button.  He’s the reason when faced with the choice between subscribing to Mashable or TechCrunch on my new Kindle, Mashable gets my $2.99 a month.

 

Arrington lacks credibility.  His views are based on nothing more concrete than which way the wind blows. I’ve seen the man flip flop on the same issue/discussion at least three times in the same day.  That kind of inconsistency makes me wonder how many voices his head houses on an hourly basis.

 

I’d wager a bet that sometimes your residents think that about their onsite management teams too.  As a renter, I even run in to this issue with the management team where I live from time to time.  When I call with a question, the answer I get can often depend greatly on who answers the phone or what time of the day I call, even if I’m calling about something as simple as a community policy.

 

How is it that we have policies that we don’t enforce equally, at all, or that we don’t all agree on the interpretation of?  First of all, if we aren’t enforcing them equally to all residents, regardless of who answers the phone, then we can run into Fair Housing Hell really quickly.  On top of which, we’re failing to present a unified front to our residents.  It’s similar to a situation that any of you who were ever teenagers can relate to – if one parent is more likely to always give in then that’s the one who you always go to for questionable things like staying out past curfew…or waiving late fees.

 

Policy should be common sense and should be pretty firm.  It should have the best interests of the customer relationship with the company in mind.  It shouldn't be so convoluted that you need a supreme court justice to interpret it.  When this happens, then people quote things wrong – like pet policies, fees, rules – and you’re left cleaning up a mess that could have been headed off by simple clear communication.

 

If you’re not all on the same page, then your residents pick up on the inconsistency, and they will either exploit it or become frustrated by it.  Either way, it’s uncomfortable for people on both ends when it looks like our policies change hourly.

 

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Comments

  • 7/6/2011 5:56 PM Zach Kestenbaum wrote:
    Heather - very funny, thanks. Mike can certainly be an a*! at times. But I love TechCrunch!

    Anyway, consistency is important for residents, so they don't feel like someone else is being treated better than them. It's also important for your staff, so they can speak with confidence. When they explain a policy to a resident, it is important for them to be able to confidently say that that policy is enforced uniformly for everyone.

    Zach
    Reply to this
    1. 7/7/2011 10:05 AM Heather Blume wrote:
      I like TC - I just mostly dislike Arrington.

      If you're not going to be consistent, then you have to be willing to deal with both high resident turn over and high employee turn over, because it's not only frustrating for your residents - it annoys the heck out of the staff as well!

      Thanks Zach!
      Reply to this
  • 7/7/2011 8:50 AM Jonathan Saar wrote:
    Inconsistency breeds discontent which breeds lack of productivity which breeds employee turnover. None of these things a property management company can afford. Spot on post Heather regarding consistent policies. Stability is a key element to a company's success.
    Reply to this
    1. 7/7/2011 10:09 AM Heather Blume wrote:
      I have to wonder if part of it is that many places have too many policies.  It always amazes me when I talk to someone about their P&P manual, which usually weighs about 12 pounds, and they admit to me that they haven't really read it.  Even though it's part of new hire orientation, people do all they can not to read it, because it's dry and boring and "annoying."  It's no wonder employees get a little confused.

      Thanks Jon!
      Reply to this
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