In commercial real estate agency, it is common to be preparing a property management proposal to submit to the property owner following a sale or a lease. This is the most opportune time to seek a new management appointment.The structure of a commercial property management proposal will be designed for the property, the landlord, and the general precinct location. Importantly the proposal should tap into the strategies and ideas that help the property owner to achieve better property performance through sensible strategies of lease performance, income, and expenditure control.Here are some key ideas to help structure your proposal for the management of the property. You can add your specific agency recommendations around the model.An executive summary should always be placed at the front of the document. This allows the client to quickly grasp of the main strategies and outcomes that you can see as part of the management strategy.
Summarise the property physically together with locational elements that impact tenancy mix or occupancy. This provides clarity as to how you see the property and how it can be managed.
The lease and tenant mix management processes should be detailed within a section of the proposal. Care must also be taken in reviewing the tenancy schedule first to ensure that the leases are totally understood and accurately reflected in your recommendations. You should also be looking for occupancy matters that need to be immediately addressed after management handover; such as rent reviews, options, lease expiries, make good processes, and arrears.
The daily maintenance and function of the property will require a specific management processes. The tenants, customers, and landlord each have a different relationship to the performance of the property physically; they all have needs in the management of the property. It is wise to review the special maintenance demands of the property and to make specific recommendations regards maintenance controls, plant and machinery management, and risk management that applies to property function. As part of this it may be necessary to talk to the contractors that supply specialised maintenance services to the plant and equipment.
The property manager reporting processes to the landlord will be part of the property management service. Detail the relevant reporting systems that you can adopt and implement. The landlord may have other particular special reporting requirements to incorporate into the program.
The financial reports to be provided to the landlord can be split into examples at the back of the document; this allows the landlord to see the comprehensive nature of your reports and controls. Normally the reports will include income analysis, expenditure analysis, budget status report, arrears report, tenancy mix strategy, tenancy schedule, and lease management report.
The management of maintenance contractors associated with the essential services and major plant and equipment should be itemised. The major plant and equipment provides functionality to the property and tenant occupancy comfort. Any concerns that you may have here should be identified in the proposal.
If the subject property is complex and contains a number of tenancies, it is likely that a business plan including a tenant mix strategy should be compiled. This helps the landlord to see just how you will implement controls across the tenant mix.
Summarise the relevant personnel to be applied to the management of the property. In a large office or retail property the list is lengthy; it can include property manager, lease manager, engineer or maintenance manager, tenant services manager, and onsite management staff.
The fees to be charged to manage the property should be itemised. In some cases they will be split into base management fee, on site management office costs, and the on-site management staff.Within each of these main categories of your proposal, you will have recommendations and ideas regard particular things that should be immediately implemented in the property.The property management proposal is prepared on the basis of relevance to the property and the needs of the landlord; not on the relevance of your agency to manage it (you will prove that anyway if your proposal is of high quality).

Management was considered a skill and art. People said leaders are born. Then people said leaders could be inspired. Now people say that leaders could be trained. It is true that we could be trained and taught to become leaders. Management is a leadership skill. The best leadership ever is the leadership by example. If the example is right then the understanding will be full. If the example is not right then the understanding will not be right.Companies and organizations have managers and management levels. Smaller companies might have only one level of management and there might be only one individual as a manager. Larger corporations have different levels of management. There might be junior managers who directly deal with base level employees. There might be middle managers who interact between the junior managers and the senior managers. There might be a higher management team which would be at the top of the organizational structure.If an organization is established to be bigger, the management would have been planned and structured beforehand. Most organizations that are worldwide and famous now, were not planned to be so when they were initiated. If you take any of the gigantic businesses, corporate companies or organizations, most of them were not meant to be grown into worldwide entities. In fact, some of the current successful and worldwide businesses were opened up for fun. We can consider the United Nations Organization as one of the very few organizations which were meant to be worldwide as they were established.The change becomes necessary when the organization transforms from a small group of people having fun to a larger entity of importance in the society. When Facebook was launched, it consisted of only one manager; the founder himself. Now it has over 10,000 employees with different levels of management. Google was started with two people. Now it has more than 57,000 employees worldwide. This is the transformation that takes place when a company or organization grows.All companies had to face the issue of transforming from a smaller stage to a bigger stage. Once they transform, the organizations which changed their structure of management accordingly were able to survive. The management of whichever organization was resistant to change had to pay the price of losing the organization. If an analysis is done on the organizations, companies or corporate businesses which were closed or sold, then the management would be held responsible for ending up in such situations.The most effective mode of management is to lead by example. A military is a controlled system that runs by orders. One of the most important aspects in the military is that the leader who is giving an order also carries out that order. For example if a soldier is required to wear a uniform, then the chief of the battalion is required the same. If a soldier is required to carry out training exercises, the commander is required too. In other words, militaries are successful organizations not because the leaders or managers have much authority but because they lead by example.As a simple fact, if a manager keeps his table clean all the time, he can ask his subordinates to keep their table clean. There will be no opposition. Since the subordinates know that their manager always keeps his table clean, they will have no excuse or reason to give him. The leader gets his authority through his example behavior and not through shouting at people.Since management is essentially leadership, it should lead by example. The duty of higher management is to make sure that there are example leaders in the middle management. The middle management consists of the most sensitive links with most critical positions. The middle management of any organization is the bridge between the workforce and the managing force. If the bridge is not right, then the journey wouldn’t be fulfilled.As organizations transform from small to big, the gap for a middle management arises. The top managers might be able to manage 10 staff but not 100. If the top management decided to manage all staff without middle management, it is like building a suspension bridge without any poles in the middle. It will work for up to a certain length. If the bridge exceeds the optimum length, then the strength would be in question.It is the same with a growing business. There have to be changes to address the needs of tomorrow. Most organizations fail because they try to address the problems that took place yesterday and they forget to think and make a plan to avoid problems tomorrow. In the long run, this kind of organization will have problems piled up from the past and will be facing problems in the future as well.The aspects of the management should change in a way that the management should be able to think, anticipate and identify potential problems in the future. They should then be able to get ready to face and solve the problems before the problems hit the organization. If this is not considered by the management, then the day to day problems will keep all the staff occupied in problem solving. While everyone is busy trying to solve the problems, the intended regular tasks will be missed. The missed tasks will seed for new problems in the future. Since the management is not willing to change, the same will take place in a loop.A few managers don’t consider themselves as examples. The manager might not think that he is not supposed to be an example, but the employee will always look at the manager as an example. If the manager is not punctual, then the employee will either become like the manager or will not like the manager. If people don’t like other people, it is hard to take tasks from them. If you are a manager and your employee doesn’t want to take tasks from you, then you are in trouble.Every single aspect of the manager is critical to the organization. If there are five different managers in an organization, all of them should be together and be leading by example. The employees who look at the managers should get an impression to become like the managers. In a few organizations the founders or the owners make sure that the staff will like the management. If someone in the management is spoiling the name of the entire management, that person would usually be fired.Some say that the only job of a manager is to hire staff. I strongly disagree. The only job of a manager is to manage. Managing is a leadership aspect. The best leadership is to lead by example. To be a positive example, the manager has to be positive in all qualities. If the manager is positive in all senses, the employees will like the manager. If the employees like the manager, then they will listen to the manager. If the manager asks them to do something, they will do it. A positively qualified example manager is going to ask only something good for the organization. At the end, a positive change in the management will change the organization positively.

In any industry, people are the ultimate commodities. At least top management people do have a legitimate right to opine so. Rampant poaching, talent wars and personal issues always mar straight jacket human resource management methods and plans. Conventional wisdom suggests that people need to be guided and controlled in order to derive the best out of them. This myth is associated with the stereotyped thinking that leadership is about control. Commodification stems from the fact that, people are just like inventory. In the ensuing process, these systems have stifled innovation and creativity. While it is true that a good human resource planning is about placing the right people in the right place and at the right time, there is more to people management. Here we discuss the ingredients of a recipe that can bring disaster for “commodification” and delight to enterprise performance.1. Measurement, Not Control Aids Human Resource Planning.Have you measured the finer aspect of your people? These are aspects may not be revealed in their resumes. Personal information management holds the key to discovering puzzles of individual choices. It enables a human resource manager to know the employee inside out and thus plan better. It is more sensible to manage and control an employee on the basis of information. Management by measurement leads to accountability.2. Streamline Reporting Procedures To Get The Complete PictureMultiple teams and resources get employed in the project. Managing different people is the same as handling different perspectives. Communication is perception. When reporting occurs on communication platforms that are linear watertight compartments, it becomes easier to have many interpretations of the same event from the same employee. It thus recommended that the human resource management software should foster openness by enabling a common communication platform with customizable settings for users of different designations3. Time Management Is Not About Keeping BusyThere is a strange compassion for oppression in giving due diligence to spending time at the office. Time management is not just about early entry and late exit. It is about what an employee does in the time for which he is at the office. Keeping busy with a task indicates a high lock-in period of a resource. It does not give the slightest hint of progress made on the work front. An effective performance management software measures work. A task when shaped into a project and a specific deadline fuels pace of work. Most projects do have deadlines and hence progress tracking is easy. But from a strategic view, there should be a time parameter to inspect how far the company has come towards meeting its goals. The usage of the “Hundred Day Rule” may be effective in this regard. We can set goals for a hundred days. Performance appraisal about targets met in hundred days would be more effective in manning manpower.4. Transform Your Enterprise Into A Learning OrganizationThe learning organization needs not spend precious dollars and time in training and development. A small intranet to share knowledge resources can be a very effective mechanism to foster innovation and creativity. It is more like a drop box of ideas and best practices. While many companies have implemented this long ago, it is for the human resource manager to monitor activity on the knowledge network. An employee who consistently pours new ideas, tools and techniques to solve problems counts high on innovation and leadership. An employee who makes an effort to look beyond problems concerning his work is a leader in the making. Not only does it motivate the concerned employee, but serves as a system to groom building leadership talent.5. Integrate Quality Management With People ManagementQuality management is not the responsibility of the chosen few. It is the responsibility of the people working in the organization. Achieved the quality through people. People engineer systems, run those and produce the output. A human resource management software that rewards quality realizes the aspirations of the company to be a true quality leader. Proactive quality management may be executed by using simple tools like quality check, agile methodology and pruning ideas emerging from team meetings within the human resource management system. Achieving targets signify efficiency of employees. Achieving quality standards signifies effectiveness of employees. By rewarding quality, companies can become great employer brands and quality leaders simultaneously.Modern day business needs to go a step beyond commoditization. Business consulting teams at top software companies firmly believe that human resource management automation should consider the above-mentioned points to overhaul employee and business performance. A global human resource management system that empowers employees and encourages them to be transparent, self-motivated and quality oriented can transform the performance of the enterprise. The CEO needs to put in place a strong system that caters to these points. Beyond administering a system, the CEO should only focus on results. A human resource management software can be the ultimate demolition weapon in the hands of a business leader. It can be the most potent bulldozer in pulling down walls in the organizational structure. For those who are familiar with the concept of “liberal democracy”, it is a process of empowering people and enhancing accountability. For those who are still not enlightened enough to distinguish between anarchist revolution and human resource management, we discuss the most important aspects of new age people management prospects.