Where do I begin?
The CEO is unprofessional, calls employees/residents/vendors/clients vulgar names when he's upset, which happens a lot. I witnessed him upset about some weeds growing at a property and he began cussing and yelling. This habit is repeated for other fairly minor grievances regularly. For a laugh, he showed me some inappropriate meme video on his phone of an overweight woman at the beach. The culture of gossiping about people trickles down from the top and creates a pretty toxic culture.
I did my best to work through that and not let it affect me. I tried to create a culture of camaraderie with my team and was reprimanded for sharing too much (they seem to like to keep each property isolated so they don't know too much).
Property managers are not expected to do much, which is a stark contrast to larger, more successful companies I've worked for. As a Regional Manager, I was completing the same exact work that I had been doing as a Property Manager at other companies. I tried teaching the property managers how to do some of the basic reporting and ways to make some operations run smoother but the managers pushed back and told me that they have never had to do any of that before and I was told by leadership to back off of them because "they're never going to be any better and they don't want to be better" (again, what I was told by the leadership of this company). During a management takeover of a property, I offered as much assistance to the PM as I could, and she assured me that she had everything under control, but actually was telling the Director of Operations that I was assigning her too much work and she couldn't work with me, so they removed that property from my portfolio. I was surprised when they told me, so I asked about the details as to what happened and found out this manager was outright lying. When I mentioned this, I was told that the manager has been around longer than me and that they trust her over me.
Lots of family members get jobs for other family members and, if they're one of the longer tenured families, they do what they want and do not have to actually perform their jobs well (or at all). Vendors are often selected based on friendships with the CEO or the long-standing families. Employees are hired without Property Manager involvement, so an LC or MX tech could be randomly assigned or reassigned to a property without notice or input (a property manager should be at least be given an opportunity to interview their staff to make sure it's a fit for their particular needs).
A conversation between the CEO and DoO involved the CEO asking how a new LC was doing at a property. The response was that he was doing great. The clients and residents really like him. The CEO asked for the LCs name and the name was stated... The CEO asked if we could get him to go by a shortened name because he didn't think that name sounded good to be representing the community. Did the name sound like it may be a certain ethnic background? Yes. Do I know if that's exactly the reason why this was said? No, and yet I can't imagine any other reason.
During the same conversation, the CEO asked about the new Property Manager and how she was doing. Same answer, she was strong and detailed and the clients seemed to like her despite the fact that she's so young. He asks how old she is, we tell him, then he says that he thinks we may want to put a different guy there (his suggested replacement was roughly the same age and had zero experience in the industry AT ALL. (He had literally just been hired a couple weeks prior). So why the confidence to put a young man there with no experience vs a young woman with lots of experience? Your guess is as good as mine.
Last thing, the employee handbook says you can be terminated for discussing your salary with other employees. This is illegal per the National Labor Regulations Board and Executive Order 11246.
If you're considering working here and are reading the reviews thinking that maybe people were overreacting, I thought the same thing. I foolishly believed that I would be able to bring my years of team building and culture curating experience and have a huge impact in the small company. Run away.
