"You’re Not A Good Fit."

Homeowners use this phrase to dismiss staff when they want to take a chance and see what happens next. It’s their right and privilege to choose who they want in their home and to relieve staff of their duties, even those who are competent, for reasons that may seem irrational or unfounded from an outsider’s (or even an insider’s) perspective. These decisions, whether logical or not, often reflect underlying dynamics that may not be immediately apparent from an employment standpoint.

Let’s dive into 10 reasons WHY homeowners use this tactic to dismiss domestic staff.

Thanks for listening!

Read the blog post: https://www.estatemanagementsystems.com/blog/private-services-worst-trait-youre-not-a-good-fit

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In the world of the ultra-wealthy, few purchases are as significant as acquiring a mega-mansion (10,000+ square feet). This is the ultimate status symbol — of wealth, success, security, and, often, a new phase in life.

However, life in such a home involves significant adjustments beyond the luxury. In this episode, I explore 7 related considerations.

Thanks for listening!

Read the blog post: https://www.estatemanagementsystems.com/blog/mega-mansion-equals-mega-changes

For more information, visit our Linktree: https://linktr.ee/estatemanagementsystems

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As a homeowner, your staff is your most important asset when building a residential real estate portfolio.

With them, your property values will stay high, and the enjoyment of owning these homes can feel manageable. Ensuring your staff feel heard, supported, and appreciated goes a long way toward fostering a productive and loyal team and protecting one of your most valuable personal assets.

This small gesture requires no massive time commitment — just a one-hour appointment with each staff member.

Spending this dedicated time with your staff offers multiple rewards:

1. Proactively troubleshoot issues: Address staff concerns and operational challenges before they escalate.

2. Receive direct feedback, without relying on intermediaries.

3. Receive enhanced service: Discover ways to improve household operations and provide better service to your family.

4. Strengthen staff relationships: Build rapport and trust with your team, creating a more cohesive working environment.

5. Understand whether their goals and objectives align with your family’s needs and desires.

6. Identify who is truly happy and fulfilled in their role.

7. Evaluate whether staff members are in the correct positions or if employment shifts are necessary.

8. Determine areas where additional training or classes could benefit your team.

Thanks for listening!

Read the blog post: https://www.estatemanagementsystems.com/blog/8-reasons-staff-evaluations-benefit-your-home

For more information, visit our Linktree: https://linktr.ee/estatemanagementsystems

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Managing a large household with full-time staff is as complex as running a not-so-small business. Estate Managers who run that business make daily decisions that could impact their employment.

For an estate manager, fear of losing their job may cause them to hesitate on both big and small decisions that impact progress at your property. Incorrect assumptions can cause a homeowner to deem them "not the right fit."

What’s my secret sauce for getting things done?

Implementing a PROPOSAL SYSTEM. This ensures that staff work without assumptions while implementing homeowners' preferences.

In this video I share guidance on:

- When a proposal is needed

- When you don't need a proposal

- What should be in a proposal

- How to submit your proposal

- Results that come from this process

Thanks for listening!

Read the blog post: https://www.estatemanagementsystems.com/blog/my-number-one-secret-for-getting-things-done

For more information, visit our Linktree: https://linktr.ee/estatemanagementsystems

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Why is it important to understand and identify toxic people inside your organization?

- You won’t get the service you are paying for.

- Your revolving door of entering and exiting staff will require additional resources and patience during these transitions.

- Your family will continue to feel disrupted in their daily lives.

- Your household staff will feel insecure and seek more secure opportunities. Or worse, they’ll stay but burn out trying to navigate endless no-win situations.

- Your risk of legal action by disgruntled employees increases.

And you’ll be the last to know.

Before you designate your new hires as “not a good fit,” determine if your executive team is the problem.

Thanks for listening!

Read the blog post: https://www.estatemanagementsystems.com/blog/toxic-staff

For more information, visit our Linktree: https://linktr.ee/estatemanagementsystems

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When I think of a successful, live-in staffing scenario, I can only come up with Alice from The Brady Bunch.

Fast forward to today and real-life situations…I’m not sure live-in situations are a good idea. I’ve seen many bad examples lately of House Managers losing their livelihood and housing – and not being prepared with a Plan B.

If you think about the most stressful situations in life, aside from death and divorce, a new job and moving are at the top.

In this episode I share:

- How the employer and employee/tenant relationship can be tested

- The upsides for homeowners

- Real talk when it comes to the selling point of "free housing"

- My best suggestions for live-in employment

- An alternative arrangement for homeowners whose focus is rental income

PLUS: When it comes to private service professionals, I also share things to look out for in these employment + housing arrangements.

Thanks for listening!

Here's the blog post Kelly mentions in this episode, on setting healthy boundaries with household staff: https://www.estatemanagementsystems.com/blog/when-staff-become-family-here-is-how-to-set-boundaries

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In the past, I have written and spoken a lot about Unicorn Employees (i.e., required tech skills for house managers, world-class service goals, leadership requirements, system-building skills, and team building).

If you Google Unicorn Employee, you’ll find numerous articles that outline the ideal candidate or employee. But, if you Google Unicorn Employer, you’ll come up with NOTHING.

Let's change this.

In this episode, I define a Unicorn Employer, share the associated benefits of reaching this status for the homeowner and what it takes to reach it, and outline 9 Red Flags that an UHNWI is not on the path to becoming a Unicorn Employer.

The sooner you start climbing the Unicorn Employer ladder, the faster you’ll reap the benefits of better candidates, longer staff retention, and world-class service from those committed to serving you and your family.

Thanks for listening.

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I did a Coffee Talk about a month ago on what private service professionals need to do to keep a principal’s secret as a secret. Today I'm going to talk about what the homeowner – the principal, the employer – needs to do so that their secrets aren't divulged to their household staff.

We keep secrets from other people. But if a homeowner is constantly pressing their staff with statements like, “What do you know about this?”, and they're constantly needing to process their words before they say them so that they don't divulge the secret, that can cause within your staff members:

- anxiety,

- depression,

- eating disorders,

- sleeping disorders,

- overspending, and

- all sorts of addictions to cope.

So it's not just a simple thing like, “Hey, I've got a secret. My housekeeper knows it. What's the big deal? She's got a non-disclosure agreement.” That's why we're talking about this – it goes so much deeper than that.

Don't push the boundaries of your housekeeping staff's professionalism to put a secret in their lap.

Realize that they're going to listen. They're going to smile. They’ll say that they're going to hold that secret. And a little part of them is going to die inside knowing now that they are burdened with that information.

Do not take that as loyalty. Take that as fear. And that's not a good situation. Remember, we're here to build long-term, sustainable, win-win relationships.

Some of the framework for this episode is based on Michael Slepian's book The Secret Life of Secrets. Find it here on Amazon.

Thanks for listening.

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Dear Billionaire,

You need an ORG CHART for your household team.
Yes, you do!
I know you're rolling your eyes, but listen up....

Whether you have a small housekeeping team or a family office, in this episode I explain the benefits of this important one-page document. (Or use Post-It notes!)

And...drum roll, please...I have a free org chart template to make this task a little easier. You can get it here: https://www.estatemanagementsystems.com/household-staffing-organization-chart-template-optin

Thanks for listening.

For more information, visit our Linktrees:

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This week I thought I would walk you through a property assessment and why these are so important to any homeowner – but especially if you're new to the property.

I was on a site visit last week at a house where the homeowner had purchased it within the last 6 months to a year. They have had full blown renovations happening since they purchased it, and they purchased it as is. However, nobody did a full inspection of the property.

In this episode I share what I found, what's critical, and how I put this property assessment together.

Thanks for listening.

Get your FREE Property Assessment Report Template here: https://www.estatemanagementsystems.com/property-assessment-report-template-optin

For more information, visit our Linktrees:

https://linktr.ee/dearbillionairepodcast

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