If you’re a millionaire or billionaire homeowner – if you have household management staff – here’s what no one will tell you: you have a superhero in your home.

They aren’t your family. But they aren’t your servant, either.

They are human. They have needs, but they’re there to serve you.

And, yes, they receive a paycheck. But no one talks about your STAFF being born with a gift of service – or what we call a “service heart.” Used wisely and supported fully, this person can make your home and life easier and more fulfilling.

What if you gave your staff enough information to implement your request right the first time? Wouldn’t everyone be happier, with less effort and less expense?

What if you outlined expectations, communicated frequently, and empowered your staff to work autonomously?

What would it look like if you respected their time off? Isn’t it in your best interest for your staff to avoid burnout?

So, what’s the dirty word in Private Service? BOUNDARIES.

No healthy relationship is sustainable long-term without them. These take much work to implement, especially in an existing relationship.

But, set up the right way, you can enable nothing short of magic.

When boundaries are not created and enforced, your staff will feel controlled over time and become resentful. Do you want to pay someone who might feel this way to work inside your home? I wouldn’t.

In closing, here are some brief but highly effective tips to honor the obligatory “Yes” that you’ll hear from your staff while serving you and your family:

1. Allow them your time to confirm your expectations.

2. Honor their “No.”

3. Empower them with the autonomy to make decisions on your behalf.

4. Allow them to spend money within a limited budget to implement your requests.

5. Protect their time off.

Finally, ask yourself: Isn’t this relationship based on the above reasonable parameters worth your investment – including time spent establishing and getting staff buy-in for appropriate boundaries?

Thanks for listening.

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What does "occasional pet care" on a job description mean? This responsibility is regularly thrown into household staff members' employment agreements, and everyone seems ok with this until they realize what this means.  

Homeowners probably have household staff who will love and care for their pets during the day, but let's discuss why this is a bad idea when you leave town. The money saved can be far outweighed by the emotional impact on everyone if something goes wrong.  

For your staff, it means additional work and immense responsibility. It's not in anyone's best interest if the pet experiences a health crisis during your absence. Should the pet die, naturally or otherwise, the memory of missing that pet connected to the pet-sitting staff member can linger and tarnish that relationship. In addition to missing your pet, you'll likely be finding new staff. Even if the homeowner inflicts no guilt, the self-inflicted guilt can be overwhelming and self-sabotaging.  

So many other options (independent pet-sitters, pet hotels, veterinarian clinics, etc.) make more sense. If you have no other responsible options, pay that staff exceptionally well (in addition to their regular pay), keep the frequency to a minimum, and be extremely thankful for the convenience.  

Please listen to the podcast where I share my story of keeping my principal’s beloved pet.  

Thanks for listening. 

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It is possible to care for someone AND maintain professional boundaries and expectations. It is the most respectful way to protect and respect a relationship. Remember, good communication means BOTH parties win and evolve.

In this episode, I share and discuss in detail six suggestions for successful boundaries, performance expectations, and accountability with household staff:

1. Build a house management system to outline, assign, and schedule all expectations.

2. Consult with an HR or family law attorney specializing in household staffing issues.

3. Hire an HR outsourcing company to handle employee benefits like long-term disability, retirement benefits, and health insurance as well as payroll.

4. Communicate with your staff often. I suggest addressing work schedules, new requests, and changed expectations weekly at a minimum.

5. Prepare a staff memorandum of understanding and update it when changes occur.

6. Realize that it may be time to move on when your staff’s abilities no longer meet your personal and property needs.

Remember, healthy boundaries on both sides of this relationship are key.

Keeping a friendly relationship with everyone who works in your home is nice, but keeping healthy boundaries about why they’re there is more critical. Your household and family needs change over time, as do your staff’s needs.

Thanks for listening.

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Throughout the years, I’ve learned what my clients do to limit their liability. Here are a few suggestions – I discuss them in detail in this podcast!

1. Create a business entity under which your household operates, hires, and manages.

2. Hire professionals with industry experience instead of newbies transitioning into these positions.

3. Your contractors should provide valid liability and workers’ compensation insurance certificates.

4. Increase your own liability insurance and workers’ compensation in case contractors aren’t sufficient.

5. Everyone working on your property must sign an NDA.

6. Have two safes within your home – one for the principal’s personal and sensitive items and one for the household manager to protect staff-related items.

7. Ensure that master suits and no-go areas can be locked up.

8. Have a household protocol that outlines operating procedures for staff and contractors.

9. Install security cameras that are pointed at essential areas like gates and door entrances.

10. Have an external HR company manage employment contracts according to state and federal guidelines.

Bottom line - as your wealth grows, so does your liability!

Protect your household and estate portfolio by implementing proper protocols.

Thanks for listening.

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When your estate manager does their job well – they make it look easy. It’s often the case that, with a smile on their face, they’re working 60+ hours a week. At times, the lack of chaos may make it seem like you don’t need a house manager. When in fact, this is a sign that your EM is excellent at what they do.  

Remember, when your home is clean, organized, running smoothly, and staff is working efficiently, someone orchestrated that.  

When in doubt, require a weekly property report for every property you own. This one-page summary includes completed projects, upcoming and stuck projects, open proposals, staff updates (like days off & birthdays), and recognition of successes and milestones. Requiring this of your house manager every Friday will give everyone peace of mind about what your staff has done all week and prepare everyone for the week to come. 

Know what’s happening inside your home, and feel confident about knowing there’s a plan in place. 

Thanks for listening. 

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If you’re new to hiring full-time household staff, you might be reluctant to turn over a part of your home to them. But if you feel like you’re living in Grand Central Station, it might be time for a change!

Seasoned employers know and see the value of having a dedicated section of their home for operational functions – maximum service efficiency and privacy.

I often see homes with bedrooms that have never been used. A room like this can be turned into a staff office to improve the overall flow of everyone working inside your home, however, it could be a storage closet, garage apartment, or an entire floor depending on your service needs. 

If you have regular housekeeping services, frequent contractor visits, and daily grocery and supply deliveries, you’ll benefit by:

Converting a portion of your home to staff quarters

Having a separate entrance for contractors and vendors

Creating separate laundry facilities and restroom

Adding a full or prep kitchen for entertaining

Providing staff lockers and a meeting area

PRO TIP: If you are considering a home renovation, hire an architect who understands household service. Listen to the podcast to understand why.

Small changes can lead to big improvements and a better quality of life you’ve worked hard to obtain.

Thanks for listening.

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In this episode, I talk about something not often discussed. The untold side of private service. Because NDAs make sure that what happens behind closed doors legally stays there.

Kobe Bryant’s wife winning her lawsuit against the photographers who sold the photos taken at the crash site has highlighted a focus this week on this sensitive subject. I want to change focus to the pilot who flew the helicopter that day. 

Like any private service professional know, Kobe's pilot had the unspoken pressure to adhere to this “Say Yes” culture. That group had a destination, and a pilot was tasked with making that happen. If he had said "No" that day, someone else would have stepped in immediately. 

Private service professionals know that logic, common sense, and boundaries do not often apply in serving ultra-high net worth clients if they want to keep their jobs AND reputations.

But at what point is the line drawn, and when do we realize that safety is more important than the implications of telling Kobe Bryant “No, we shouldn't fly today?”

Yes, Private Service Professionals are here to serve their employers, however, they are in their own right experts in what they do. They don't reach the point in their career where they get to work for someone like Mr. Bryant without being at the top of their game. Their insights have value and carry greater benefit than is often given credit for. Using that knowledge and expertise should be more important than whether they disappoint their client. 

So let’s take a moment and look at the bigger picture, where we all fit in – as service providers and employers, and value the skill and experience each of us has, equally. 

Thanks for listening.

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Hiring a domestic house manager requires more from a homeowner than calling a recruiter and signing paychecks.

Let me explain...

I received a comment on our YouTube Channel from a homeowner on a video where I talk about the homeowner's responsibilities of being a good employer. Their comment went something like this, "You're making me want to downsize. This all sounds like a full-time babysitting role."  

The fact is, turning over management of your complex personal life and most valuable assets is much more than calling a recruiter and signing paychecks. It takes some strategic thinking. It's not "homework" or "babysitting," but "discovery" about your service expectations, family dynamics, and household needs so you can hire qualified and long-term staff.

Setting your household staff up for success is one of the most self-serving and self-evolved aspects of building wealth and expanding your real estate portfolio. These people can be strategic partners who manage your day-to-day needs so you can enjoy the life you earned. 

Estate Management Systems helps homeowners do this discovery work during our 2-day site visit. 

For more information about our 2-day site visit, check out our Executive System:  https://www.estatemanagementsystems.com/shop/p/the-executive-system

Thank you for listening!

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Need staff or a domestic team to help your household and life run smoothly? 

Before engaging a recruiter, your first step should be creating a 12-MONTH MASTER MAINTENANCE CALENDAR!

This one document will map out your property needs, who might be doing the work, how long each task takes to complete, and how frequently.

This knowledge will allow you to determine if you should be hiring more staff, reducing task frequencies, or subcontracting certain functions.

I often get hired to complete this spreadsheet for my clients as a part of The Executive System scope of work. During my 2-day site visit, I collect strategic information on everything that needs to be maintained, including:

Household equipment and mechanical maintenance

Emergency equipment and supplies

Household Content

Vehicle Inventories

Family & Pet needs

Staffing needs

This information outlines everything you and your family want and need to maintain your properties and live the life you love. 

For more information about our 2-day site visit, check out our Executive services: https://www.estatemanagementsystems.com/shop/p/the-executive-system

Thank you for listening!

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Set your contractors up for success and get the service you desire with this step-by-step guide to outline what pleases you.

Kelly shares the details of her document, The Contractor Memorandum of Understanding, which includes topics such as:

-Office Admin, communication and Safety expectations

-Supervisor and staff protocol

-Site work and property protection requirements

-Accidents, conflicts, and misunderstandings

-Phone usage

-Dress code

-Normal business hours, breaks, and overtime

-Photography and document sharing

Check out this document and all of our products and services.

Thanks for listening!

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