01/19/2025
CAM Burnout: A Systemic Problem, Not a Personal Shortcoming!
I recently read an article attributing burnout among Community Association Managers (CAMs) to individual failings. To say I was frustrated is an understatement. This perspective ignores systemic issues—particularly the inadequacies of software systems and the role of leadership—that have a far more significant impact on CAM workloads. It compelled me to write this.
The Problem with Software Management Systems
Community association management software is often marketed as a game-changer, promising automation, efficiency, and simplified operations. However, the reality is far from these claims. After enduring numerous vendor pitches, I’ve learned to ask a simple question: “Does your system do this?” The uncomfortable silence, forced smile, and rehearsed non-answer: “Let me get back to you” only highlight our industry's urgent need for change. It is frustrating that even to this day, software developers lack understanding of what we do: linear thinking and not asking simple questions. What else?
The problem isn’t just with the software itself. Companies often fail to fully understand and leverage their tools, while software providers do little to educate users on how their systems can transform workflows. Resistance to change—whether from leadership or staff—is another major hurdle. Let’s face it: change challenges control, and control isn’t something most organizations are quick to relinquish.
Leadership’s Role in Burnout
Burnout isn’t just about tools; it’s also about leadership. Many companies assign rigid, unmanageable portfolios, giving CAMs little say in the size or scope of their workloads. This top-down approach creates frustration, inefficiency, and imbalance. Leadership is responsible for listening to CAMs, empowering them to shape their portfolios, and creating a culture of autonomy and respect. Managers who own their work are more engaged, productive, and satisfied. This is the kind of leadership we need in our industry.
A recent HOA-USA report highlighted operational efficiency as a top priority for association management companies. This underscores the need for leadership to not just delegate but also rethink workload distribution and staff support. Effective leadership builds an environment where people can thrive, and this is a crucial aspect that needs to be addressed.
HOA Advisory Group’s Approach
At HOA Advisory Group, we’ve reimagined what it means to support CAMs. Our structure is built around autonomy and empowerment, not micromanagement. For instance, we allow our CAMs to have a say in the size and scope of their portfolios, ensuring they can manage their workload effectively. Our compensation model ensures every team member benefits directly from their contributions, fostering a sense of ownership and entrepreneurial spirit. We’ve streamlined operations to remove unnecessary bureaucracy, allowing managers to focus on what they do best: serving communities.
Inspired by real estate practices, we encourage our managers to grow their business within the company, fostering a sense of ownership and entrepreneurial spirit. As an owner, there’s nothing I won’t do for my team. Much to their annoyance, I still answer phones and spend every day asking, “How can we improve your job? How can we help you succeed?” The result? Our CAMs are more engaged, productive, and satisfied, and our communities thrive.
Conclusion: A Call for Change
Addressing CAM burnout requires systemic change. It starts with investing in software systems that deliver on their promises and teaching companies how to integrate these tools into their workflows. But more importantly, it demands leadership that listens, adapts, and prioritizes the well-being of its people. By taking these steps, we can create workplaces where CAMs thrive—and, by extension, the communities they serve.
