When your maintenance guys grace you with these beauties, but you know...

When your maintenance guys grace you with these beauties, but you know you shouldn’t 😞

Tracy Daves and Steve Schlanger

Guest Insider That looks delicious

Guest Insider That is my weakness!! Look yummy!!

Guest Insider Eat them all

Guest Insider Eat them anyway!

Antonio Leon Diane just had half of one!

Guest Insider Tony Leon, half for later.

Amanda Truax I mean, it would be rude not too….and you don’t want to be rude, right?

Guest Insider Amanda Truax Very rude to refuse a gift. They took the time to get them, buy them and bring them. You have to eat at least two.

Lilah Poltz DO IT!!!!

Debbie Gallogly And we never want to hurt out staff's feelings by denying such a marvelous treat.

Jessica Brimmer Top left! Then do a few laps around the property

Guest Insider The gifted ones are zero calories. Only the ones you buy are bad.

Guest Insider Now, going a step further, delivering them in a custom branded box.

Becky Dotson Oh boy

Becky Dotson I literally would do some sketchy you know what for a donut most days. Not even embarrassed to say that.

Kathi Marie Oh, you should

Tom DeAngelis Oh. Shouldn't be damned...eat!

Jay Koster About once a month, I bring in 5 dozen for the residents. I've also started bringing a dozen in for staff meetings for the new team I'm a part of, which has led to a 'need to step up my game' competition from the rest of the team, who's also bringing things to meetings now.

Anthony Garr Is that a Caramel Eclair? 🤤

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Multifamily friends, in terms that of evictions, what percentage of evictions are you seeing at your properties / portfolios?
Please provide region and percentage.
I will go first, B+, Market Rate Portfolio in San Diego, CA has 2.5% of residents in eviction.
Interested to see how everyone is fairing out during these tough economic times.

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In which areas of your multifamily operation is your company currently utilizing technology to minimize the need for on-site personnel?

If your answer is different from the four options provided, please leave your response in the comment section.

Guest Insider None should be an option

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Hello, I manage a small property management company and until now we have not had a parental leave policy.
Would you mind sharing your company's parental leave policy and/or what your experience was like (good, bad, ugly) taking parental leave in our industry? Many Thanks!

Brent Williams and Amanda Hill

Guest Insider Not that I’ve had my babies while in the industry but I wouldn’t follow the norm.
The first company I worked for, there was no paid leave and I had to file short term disability. After, the state did pay me a portion of my pay for 8 weeks. It was like $200 a week, that was nothing. I took 2 weeks off before giving birth - no pay.
But my employer did say I could take off as much time as I needed. My job would be here when I was ready, I just wouldn’t be paid. Which regardless of the pay, it was nice to not feel rushed back before I was physically or mentally ready to return.
I wasn’t ready to return regardless but I returned after 5 months. I was even allowed to bring my baby in for a few hours occasionally when my husband wasn’t able to be home with him because of work obligations. I was also allowed to leave for his pediatrician appointments and then return to finish my time that I’d missed.
I even had a coworker at the same company and his wife needed to be in bed rest but they had...Not that I’ve had my babies while in the industry but I wouldn’t follow the norm.
The first company I worked for, there was no paid leave and I had to file short term disability. After, the state did pay me a portion of my pay for 8 weeks. It was like $200 a week, that was nothing. I took 2 weeks off before giving birth - no pay.
But my employer did say I could take off as much time as I needed. My job would be here when I was ready, I just wouldn’t be paid. Which regardless of the pay, it was nice to not feel rushed back before I was physically or mentally ready to return.
I wasn’t ready to return regardless but I returned after 5 months. I was even allowed to bring my baby in for a few hours occasionally when my husband wasn’t able to be home with him because of work obligations. I was also allowed to leave for his pediatrician appointments and then return to finish my time that I’d missed.
I even had a coworker at the same company and his wife needed to be in bed rest but they had a toddler. They allowed him to work from home before WFH was a thing.
It wasn’t the best maternity - I would have loved a year off with even 50% of my pay lol. But in terms of American maternity leave it was great. It was great to see the CEO was supportive of families. I think of that company often, it was the best job I’ve ever had in terms of maintaining my mental health and feeling valued by my employer.
My last baby, I was working a new job for the government. I worked right up until 2 days before my due date. I would have had 6 weeks off for maternity leave if I had delivered normally. 8 weeks for a 6 c-section. Then I HAD to return. If I didn’t return, I’d be in the negative for sick hours and vacation time. Which meant I could not take my baby to doctor appointments, could stay home with my kids if they were sick.
I opted for a c-section just to have 8 weeks. My pay once again, was short term disability and it was $200 a week roughly. Again, nothing.
Luckily, my husband got a raise and I didn’t have to go back but I was so upset because I didn’t HAVE to do a c-section like I thought. I only chose it cause I could stay home with my baby longer. My body was also no where near recovered by 8 weeks either.
A woman’s body isn’t actually fully healed and back to normal until a year. Every woman is different too but it could take up to 6 months before a woman’s hormones balance out and that’s not even considering if she ends up with postpartum depression. Not considering if she’s breastfeeding either.
Not to get too political but with the way our country is going and women losing their rights, being forced to have babies. I just really hope companies can put out good maternity and paternity leave policies. Policies that support parents who are healing, their emotional wellbeing, bonding time, breastfeeding/pumping, doctors appointments, childcare etc.
Even though my first job I had a baby at didn’t pay well - them treating me well made all the difference. I’d work for that company again in a heartbeat. My government job with all its benefits, and that paid more - I wouldn’t ever go back. They didn’t actually care about you, or your family. You were just a number. Show more

Not that I’ve had my babies while in the industry but I wouldn’t follow the norm.
The first company I worked for, there was no paid leave and I had to file short term disability. After, the state did pay me a portion of my pay for 8 weeks. It was like $200 a week, that was nothing. I took 2 weeks off before giving birth - no pay.
But my employer did say I could take off as much time as I needed. My job would be here when I was ready, I just wouldn’t be paid. Which regardless of the pay, it was nice to not feel rushed back before I was physically or mentally ready to return.
I wasn’t ready to return regardless but I returned after 5 months. I was even allowed to bring my baby in for a few hours occasionally when my husband wasn’t able to be home with him because of work obligations. I was also allowed to leave for his pediatrician appointments and then return to finish my time that I’d missed.
I even had a coworker at the same company and his wife needed to be in bed rest but they had a toddler. They allowed him to work from home before WFH was a thing.
It wasn’t the best maternity - I would have loved a year off with even 50% of my pay lol. But in terms of American maternity leave it was great. It was great to see the CEO was supportive of families. I think of that company often, it was the best job I’ve ever had in terms of maintaining my mental health and feeling valued by my employer.
My last baby, I was working a new job for the government. I worked right up until 2 days before my due date. I would have had 6 weeks off for maternity leave if I had delivered normally. 8 weeks for a 6 c-section. Then I HAD to return. If I didn’t return, I’d be in the negative for sick hours and vacation time. Which meant I could not take my baby to doctor appointments, could stay home with my kids if they were sick.
I opted for a c-section just to have 8 weeks. My pay once again, was short term disability and it was $200 a week roughly. Again, nothing.
Luckily, my husband got a raise and I didn’t have to go back but I was so upset because I didn’t HAVE to do a c-section like I thought. I only chose it cause I could stay home with my baby longer. My body was also no where near recovered by 8 weeks either.
A woman’s body isn’t actually fully healed and back to normal until a year. Every woman is different too but it could take up to 6 months before a woman’s hormones balance out and that’s not even considering if she ends up with postpartum depression. Not considering if she’s breastfeeding either.
Not to get too political but with the way our country is going and women losing their rights, being forced to have babies. I just really hope companies can put out good maternity and paternity leave policies. Policies that support parents who are healing, their emotional wellbeing, bonding time, breastfeeding/pumping, doctors appointments, childcare etc.
Even though my first job I had a baby at didn’t pay well - them treating me well made all the difference. I’d work for that company again in a heartbeat. My government job with all its benefits, and that paid more - I wouldn’t ever go back. They didn’t actually care about you, or your family. You were just a number.

Chad Christian Certain states have certain requirements. I’d get with an attorney to ensure whatever states you operate in you are within guidelines

Guest Insider 12 weeks 100% pay + STD + FMLA. Mothers can take up to 20 weeks paid and an additional 12 unpaid.

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What’s the correct way to go if military doesn’t pay? TIA!

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Guest Insider Same way as anyone else

Guest Insider If they are military you can't necessarily evict them. If i recall correctly, you have to do an affidavit saying you know they aren't deployed and they get assigned an attorney. Much easier to call base!

Brenda Sherrill You can call the housing office in base.

Robin Leasing Contact the commanding officer. That has always worked for me.

Stacy Carver Always have them list their first seargent as their emergency contact then call them. They will put a boot in them.

Guest Insider You serve them the required notice as you would anyone else. THEN as a courtesy you can call their housing director who them can contact their command which should be on yur application . The military have the ability to take that three day notice down and get a loan for the rent & when they do that then the $$ can be taken out of their pay. Remember, they rec BAH to cover their rent and utilities and can actually be court marshaled for not using these funds as to what they are attended for

Guest Insider Please be careful contacting their command without express written consent regarding financial matters. You can be responsible legally for providing that type of information as it’s considered their employer.
Check with your state and local laws but you can still give an eviction notice for non payment of rent as you would a civilian.

Guest Insider You would proceed the same way as anyone else. If the matter ends up going to court you will be required to provide an scra certification stating that they are active duty and their current deployment status.

Guest Insider I work for a community in a predominantly military town so almost all of our residents are military, therefore almost all of the residents who don’t pay are military 😂 the housing office is always a really good resource if you don’t know the correct way to proceed with anything when it comes to military. I have Really great relationship with our housing office.
When we go to court to file eviction we already have an Affidavit of Military Status filled out. The only way their military status affects the outcome in court is if they are deployed, then the courts will typically grant a 90 day stay to allow them to come home and take care of things. But yeah otherwise filing on military is just like filing on anyone else 🤷🏼‍♀️ at the end of the day it’s the soldiers responsibility to inform their command if they are in trouble, not ours.

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Multifamily communities experience a surge in activity during the peak leasing season, typically spanning the spring and summer months. During this period, a flurry of new renters arriving, existing residents renewing leases and an influx of prospects seeking living spaces can present challenges for property managers. This chaos can also lead to higher incidences of package theft. Today's renters, particularly younger demographics, love to shop o ...

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During our time in apartment marketing, I have found that the organizations we have worked with are often so concerned with form leads that they overlook their best leads...Inbound Calls. So far this month we received 392 inbound calls... That's roughly 130 calls a week...As apartment operators, are you truly aware of the number of inbound calls your team receives weekly basis? Do you know how many potential residents' calls are missed? If not, i ...

Matthew C Starrett

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Industry Resources

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A BIG THANK YOU to all of our Maintenance folks out there! With out you, our properties would crash & burn in a very short time!! You provide a valuable service to our residents, the owners & the property! You give up your evenings, weekends & holidays, your see our residents at their worst. YOU are there for everyone whether it is a flood, fire or dog poop. You are there to plunge the toilets, clean out the disposal, hang new blinds or fix the... Show more

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We are looking to provide our Community Managers with a cell phone allowance. Do any companies currently provide a cell phone allowance to Community Managers? If so how much?

Thank you!

Brent Williams

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Prospects are Looking for an Apartment Hookup…Most of apartment searches begin online, just like a lot of dating pursuits. Hey, isn't apartments.com our multifamily industry's version of match.com? Our online prospect is searching for an apartment hookup, right? Meanwhile, we put ourselves out there hoping that the apartment prospect is searching for a "meaningful relationship" that will lead to a long-term commitment…at our community! Think like ...

Brent Williams

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Industry Resources

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Recently a colleague asked me, "How can you tell whether a workplace is a good culture fit before you work there?" It's a good question–and an important one because if you're considering changing jobs, you want to choose a new employer that satisfies your needs, culturally speaking. An extremely basic definition of workplace culture, by the way, is simply, 'how we do things around here.' Figuring out how employers do things around ...

Brent Williams

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Do we all know when bonus depreciation expires?

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Guest Insider I'm lucky enough to where even during covid my company has done bonus with out a reduction and has since increased it, the bonus structure increased and the rental discount increased plus they have not raised our health care benefit costs. Very blessed to be where I am at!

Guest Insider

Guest Insider Unless they pass something else which they tend to do.

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How much are you paying for multifamily software per unit/month (total)?

Under $10

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Between $10 and $20

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Between $20 and $30

0 people vote this.
Over $30

0 people vote this.

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My teams are getting a little beat up...entitled residents, angry residents, impatient residents...are verbally abusive. All the customer care training in the world doesn't always prepare you for some of the outrageous demands and attitudes they are experiencing (and I have witnessed it myself). They are getting discouraged and I really feel for them.
I saw this at Lowe's and thought it might have an impact at properties..
What are your... Show more

Brent Williams, Mikel Persky and 1 other

Sherry Tompkins Love this. Yes, it’s been pretty abusive for a while now. Yesterday, I actually broke down in tears with my regional. And you know me! I am a pretty tough cookie. But some days it’s just too much!

Guest Insider My property has also experienced this lately.

Guest Insider We have also experienced this. I recently non-renewed someone who treated my team like this (her lease is up in August) she called corporate, I explained to them why I made my decision and they stood behind me. I will not tolerate residents treating my leasing or maintenance staff that way. We work way too hard. Maybe this resident will learn her lesson, but probably not.

Donje Putnam It’s very sad the way we treat each other nowadays.

Valerie Sargent When I facilitated a leadership forum at the Florida Apartment Association’s event last year, this was a big topic. Some of the companies were altering the language in their lease agreements to cover this type of treatment as a protective measure for the onsite teams. I don’t know that a sign makes a difference to abusive people like that, but I like it.

Brent Williams I really like it, although I would tweak it slightly so it is a bit more assumptive that the reader is one of the good ones. When one says, "thank you for...", it can be read as a post-event thank you for something they have actually done, or a preemptive "warning" of sorts to encourage a behavior.
The second paragraph makes it clear that the "thank you" is preemptive. And there is no reason to warn someone who is already doing good. So I would adjust it slightly:
"We appreciate you treating our associates with respect.
In today's stressful world, we have seen a rise in profanity and verbal threats, so thank you for helping to make Lowe's an enjoyable place for all!"
(I'm in multifamily, so of course I had to add an exclamation mark at the end)

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Guest Post by Stephanie Shore, Director of Marketing and Brand Development, Bozzuto (formerly with Marriott International and Hilton) Multifamily branding and marketing could take some notes from other industries—like hospitality. In hospitality branding, the critical focus is the guest experience; customer loyalty and maintaining brand reputation are the keys to success. Each of these principles can be easily, almost seamlessly, applied to multi ...

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Who is in charge of new hire onboarding for on-site team members?

The manager

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The training department

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The regional manager

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The HR department

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Someone else....tell us in the comments

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Brent Williams and Amanda Hill

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