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Guest Insider Very well said…. And sad but very very true

Kristina Janis I'm sorry!

Guest Insider Just went through all this. Followed the chain of command only to be talked down to, demeaned in front of other property managers at meetings, regional who loved using the f word towards employees nothing was ever done cause she gets the money from tenants. I got sick from stress, saw cardiologist, had testing done. Dr said I was in a toxic work environment. I got a new job making less money. I struggle but I feel much better. Just wish the higher ups would have stepped up and made sure that we were all treated as we should be.

Guest Insider I had a doctor tell me straight up that my job was killing me. I hope your new role is treating you better.

Kristina Janis I'm so sorry! This sucks they don't change so your forced to go where less money is made. Shame.

Guest Insider I resigned a couple of weeks ago too.

James Shannon There’s two solutions- Move companies or own your own.There’s horrible bosses everywhere!!

Kristina Janis James Austin Shannon that's the problem it's almost in every company. Change is what needs to happen.

Guest Insider I've been through it myself, more than once... if I knew how to change it, I would.

Kristina Janis Then they talk to your next job and tell them your the problem. When in reality you just don't take their abuse!

Brooke Frederickson Kristina, this isn’t the first time you have posted about being in a bad situation. I know it sucks and I am sorry you are in this situation. No one deserves to go to work and get bullied. But you need to realize your company sucks and isn’t going to change. They have made it very clear they are not interested in making a change in leadership. You either need to find a way to live with that or get out.

Kristina Janis Brooke Frederickson Hello ,my last post was about my friend, but they are afraid and don't speak up. I speak up and you are correct but it just sucks that there's no help .

lynn walker The company I workfor is not like that....I absolutely love them... they rock!!! But they only have one property here... for now

Lilah Poltz Removed

Kristina Janis Lilah D Poltz yes, the problem is I keep getting placed with these type of people lately. I miss my old managers! This past year it's not a good year. All my previous managers were great! I want to find a good team .

Lilah Poltz Removed

Kristina Janis Lilah D Poltz sure =]

Guest Insider been at companies like this and it bites. Changing Industry because I can't do inspections any longer. At least I wish I did not have to, but unfortunately people forget they could be under the circumstances.

Fred Montgomery The truth is HR isn’t there to protect you, it’s there to protect the company. The only way they will be any help whatsoever is if someone is doing anything that can get them sued. Sad as it is, there’s no law against being a douchebag

Guest Insider I'm sorry, it happens way too often. I have been through it myself and it sucked. I spoke up and chose to leave. Making the best decision for you just know, leaving can be hard, scary but also the best thing for you. There are other great companies out there, make the change to be happy!

Kristina Janis I wish I could help change for everyone.

Guest Insider Kristina Janis me to girl, me too!

Guest Insider Kristina Janis I had a similar situation, had no support, when I put my notice in, I went down the list of everything that was wrong with the company and ended with "I hope that me leaving helps to get changes for everyone that remains" Another manager left about 2 months later because nothing changed and the regional said I was an "opportunist" because sitting at home for 4 months was an opportunity lol

Guest Insider There are always 3 sides to a story, the person telling it, the person refuting it and reality. It’s important to dig into the details. Associates will clearly see through different lenses than a manager - thus the reason for the different roles and positions. At the end of the day, all managers and regionals should lead by example ALWAYS… no letting your hair down because all eyes are on you. Your associates will only do 50% of what you’re doing right and 75% of what you should be doing better. There is a chain of command… sitting down and speaking with your manager is a start, even if he or she is the problem in your eyes. Try and see all sides. If they are blatantly not following company policy then take those documented facts to HR. Don’t go on feelings… go with facts always. You’re very correct in that not all people should be managers but the same holds true in every industry. Take emotion out of it… bullet point exactly what you or others witness or experience with maybe even... Show more

There are always 3 sides to a story, the person telling it, the person refuting it and reality. It’s important to dig into the details. Associates will clearly see through different lenses than a manager - thus the reason for the different roles and positions. At the end of the day, all managers and regionals should lead by example ALWAYS… no letting your hair down because all eyes are on you. Your associates will only do 50% of what you’re doing right and 75% of what you should be doing better. There is a chain of command… sitting down and speaking with your manager is a start, even if he or she is the problem in your eyes. Try and see all sides. If they are blatantly not following company policy then take those documented facts to HR.  Don’t go on feelings… go with facts always. You’re very correct in that not all people should be managers but the same holds true in every industry. Take emotion out of it… bullet point exactly what you or others witness or experience with maybe even date and time stamps and take facts not emotion to HR. Typically that is what I’ve seen work over the years.

Guest Insider Kristina Janis this is definitely a tough one. Those in a supervisory role definitely should err on the side of caution when it comes to interaction with those they supervise but all too often people get comfortable and do not realize the damage and toxicity this alone can bring to a leasing office. HR only knows what they are being told unfortunately

Shannon Faith Idk anyone that is 100% mentally stable, in the industry or elsewhere. Like you just said, a lot of people have anxiety and depression due to the job.

Kristina Janis Shannon Faith that's true , maybe get the managers more training, and mental help.

Shannon Faith Kristina Janis I think the people at the corporate office should have to spend a day on site twice a year... I think they forget all that we have to deal with on a daily basis and how stressful it can be.

Tamie Poe I have been a regional, worked my way from a leasing agent through the ranks. I have managed up to 200 employees at one time. This is from my experience and only that but here’s how I can tell you it worked for me.Write down all the things that you like about your job. On a second sheet of paper, not next to it, but a separate sheet of paper, write down all your concerns. Take out any emotions. Everything you have a concerned with, what your concern is, why you believe it is a concern and a solution. Get a good nights, sleep, then ask to sit down and speak to your manager. Have your lists in front of you. Start with the first half of all the things that you love about your job. In that, you must find some thing that you love about that manager. Maybe it’s something as simple as that, they’re always on time, or that they always answer the call when you need them. Find something. You start with something positive. “First off, I’d like to say I really love working for somebody...I have been a regional, worked my way from a leasing agent through the ranks. I have managed up to 200 employees at one time. This is from my experience and only that but here’s how I can tell you it worked for me.Write down all the things that you like about your job. On a second sheet of paper, not next to it, but a separate sheet of paper, write down all your concerns. Take out any emotions. Everything you have a concerned with, what your concern is, why you believe it is a concern and a solution. Get a good nights, sleep, then ask to sit down and speak to your manager. Have your lists in front of you. Start with the first half of all the things that you love about your job. In that, you must find some thing that you love about that manager. Maybe it’s something as simple as that, they’re always on time, or that they always answer the call when you need them. Find something. You start with something positive. “First off, I’d like to say I really love working for somebody like you who is always on time. That helps get my day started off on the right foot”. Then say something like “I really wanted to talk to you because I feel like maybe I am not understanding my role in this office and would love some feedback so that I could be a better employee for you.” I have learned over the years that if you make the conversation more about help me help you kind of thing, it makes the person feel less attacked and more willing to hear you. Then move onto the things that you’re having a problem with. Remember, you’re going to address it as if you’re needing help with that and they are the person who holds the key to successfully providing you to help. Offer a solution- “ I was thinking that possibly we could consider doing this, what are your thoughts?” Again- they are in charge, you must make it seem as if it’s their idea. Then, you’re going to end the conversation with the last half of all the positive things you love about your job. Save the best for last. How much you love the residents, your office, whatever it is. I am more than happy to role-play with you, you can tell me what your concerns are, and I can help you with the way to address it. The key here is to stay positive, never attack, and then, if you don’t get the results you’re looking for, then go to the next level with the same energy. Things will not change overnight, but, if the person you’re having the issue with, sees that you are positive and coming with solutions not always something negative. It will change the mood. Also, remember- make it about them, helping you, people like to be the hero in a story. Show more

I have been a regional, worked my way from a leasing agent through the ranks. I have managed up to 200 employees at one time.  This is from my experience and only that but here’s how I can tell you it worked for me.Write down all the things that you like about your job. On a second sheet of paper, not next to it, but a separate sheet of paper, write down all your concerns. Take out any emotions. Everything you have a concerned with, what your concern is, why you believe it is a concern and a solution.  Get a good nights, sleep, then ask to sit down and speak to your manager.  Have your lists in front of you. Start with the first half of all the things that you love about your job. In that, you must find some thing that you love about that manager. Maybe it’s something as simple as that, they’re always on time, or that they always answer the call when you need them. Find something. You start with something positive. “First off, I’d like to say I really love working for somebody like you who is always on time. That helps get my day started off on the right foot”. Then say something like “I really wanted to talk to you because I feel like maybe I am not understanding my role in this office and would love some feedback so that I could be a better employee for you.”  I have learned over the years that if you make the conversation more about  help me help you kind of thing, it makes the person feel less attacked and more willing to hear you. Then move onto the things that you’re having a problem with. Remember, you’re going to address it as if you’re needing help with that and they are the person who holds the key to successfully providing you to help. Offer a solution- “ I was thinking that possibly we could consider doing this, what are your thoughts?” Again-  they are in charge, you must make it seem as if it’s their idea. Then, you’re going to end the conversation with the last half of all the positive things you love about your job. Save the best for last. How much you love the residents, your office, whatever it is. I am more than happy to role-play with you, you can tell me what your concerns are, and I can help you with the way to address it. The key here is to stay positive, never attack, and then, if you don’t get the results you’re looking for, then go to the next level with the same energy. Things will not change overnight, but, if the person you’re having the issue with, sees that you are positive and coming with solutions not always something negative. It will change the mood. Also, remember-  make it about them, helping you, people like to be the hero in a story.

Tamie Poe Kristina Janis I’m very sorry that you’re having these issues, I would encourage you maybe to go ahead and see if you can have a meeting with the regional and explain your side of things. Maybe that would help them understand a little bit more.

Donna Blackman Wow, you must work for a bad company. I have had that experience once, and moved on. I would never subject my teams or myself to that.

Suzanna Smith The way to change it go be a manager and don't be that type of manager. This is an industry for people with thick skin. Sad but true. In our society there will always be a bully. Best learn to deal with it now.

Kristina Janis Suzanna Smith I agree be a manager that doesn't do that. However, I disagree. You shouldn't have to deal with that. That's toxic to say it's for "thick skin. You need thick skin to deal with society." People can have thick skin but that doesn't include accepting disrespect . No ma'am.

Guest Insider I have totally been there. Unfortunately, it is very common in the industry. I am sure it is common in all industries. There really isn't anything you can "do" except leave that company and find another with a better group of people. It took me six years to leave my past company where all the things you described happened daily. I was suicidally depressed for years because I tried so hard to be a great employee. It just robs your soul. I finally committed to finding a new employer and stuck with that commitment until I finally found one. (HINT: when interviewing, base most of your questions on how the maintenance staff is. How long they've been there, how good are they, etc. This will tell you everything you need to know. If they're all brand new, thats a red flag. If they're all 8 year veterans, thats more of a green flag).

Guest Insider Sounds like you work for the wrong company

Rebecca Mills Laws and unions are our Friends. Just saying.

April Barnhart This is tough and happens a lot on all levels. HR is supposed to be the safety zone and somehow it really isn’t. Those I have noticed in HR haven’t been fully trained on how to handle these things discretely. I wish I could tell you there is some way to change people but there isn’t.

Rommel Anacan It is unfortunate that this happens...a lot! Trust me, I speak to thousands a year on leadership and it's one of my huge pet peeves with companies, organizations and leaders. The good news is it IS fixable, if they choose to. I know companies can change (if they want to) but if someone's company isn't changing, then it's time to make a change. The great news is there are so many opportunities for people today. (Anyone looking to find their dream job? I'd recommend Ken Coleman's book "The Proximity Principle" or listen to his podcast.)

Julie Brin Thetford I’ve been through this Kristina Janis. I waited 3 years to file a report. It was 21 pages long. I had always emailed myself with details when something happened so there were dates and times very specific. when I finally decided to report, the VP of HR and the current regional manager patronized me made a mockery of me, commenting on my hair, and lack of make up and much worse. The decision was made to move me to another property in a lesser role. I knew that retaliation and demotion were against the law. Sadly, I was not comfortable to take on a top 50 organization.I needed the job and didn’t feel there were any options for me. I felt stuck. I ended up working for another property for a while and then giving two weeks. I can’t remember the timeframe. it was years and years ago. I think about it from time to time and wished I had held the organization accountable and maybe it would’ve made some kind of difference. What I’ll say is this, it only takes one person, and one voice to... Show more

I’ve been through this Kristina Janis. I waited 3 years to file a report. It was 21 pages long. I had always emailed myself with details when something happened so there were dates and times very specific. when I finally decided to report, the VP of HR and the current regional manager patronized me made a mockery of me, commenting on my hair, and lack of make up and much worse. The decision was made to move me to another property in a lesser role. I knew that retaliation and demotion were against the law. Sadly, I was not comfortable to take on a top 50 organization.I needed the job and didn’t feel there were any options for me. I felt stuck. I ended up working for another property for a while and then giving two weeks. I can’t remember the timeframe. it was years and years ago. I think about it from time to time and wished I had held the organization accountable and maybe it would’ve made some kind of difference. What I’ll say is this, it only takes one person, and one voice to ignite change, and we have to be willing to be brave and courageous to do what is right.  Whatever that means for you. This industry is an amazing industry. But we are all human. And all humans are not perfect, so they need to be held accountable. I support you, and you have an ear to listen from me anytime you need.

Kristina Janis Julie Brin Thetford thank you, me too . I'm here for you!

Guest Insider From my experience, HR is never there to protect the employee, just the company.I know of some extremely serious violations and HR from many companies and the leaders of those companies just ignored it and instead made it so difficult for the complainants that they had to quit.

Kristina Janis They are suppose to be for all.

Guest Insider I’m glad you shared this post. Everything you mentioned is the reason why I left the industry last year around this time. Until the culture changes, it’s going to be a stressful nightmare for people who actually love what they do

Kristina Janis I absolutely love the industry. Just not some of the people. Your 100% right.

Tina Moore Your rant is spot on!

Guest Insider It is getting much worse!

Andrea Pearce It took me years to see this very behavior for what it is because it makes no sense. One day it clicked for me: 1) Everything we do in the office and even our locations are recorded and documented with the very software and time tracking software the companies pay millions of dollars for. Even our speaking is recorded by google, on any device close enough to catch it. You likely have things in your possession that have recorded conversations and you weren’t doing it on purpose or even aware. Google will do this until specifically told not to via the settings and any data recorded has to be deleted. There’s no difficulty proving these complaints and companies feign ignorance. I’m all about a company not micromanaging and trying to “stay out” of things to maintain plausible deniability but when it gets to an obvious point, they’re hurting people and just trying to “pull one over.” 2) HR is for the benefit of the company and not you. It’s so known for being ineffective that savvy... Show more

It took me years to see this very behavior for what it is because it makes no sense. One day it clicked for me: 1) Everything we do in the office and even our locations are recorded and documented with the very software and time tracking software the companies pay millions of dollars for. Even our speaking is recorded by google, on any device close enough to catch it. You likely have things in your possession that have recorded conversations and you weren’t doing it on purpose or even aware. Google will do this until specifically told not to via the settings and any data recorded has to be deleted. There’s no difficulty proving these complaints and companies feign ignorance. I’m all about a company not micromanaging and trying to “stay out” of things to maintain plausible deniability but when it gets to an obvious point, they’re hurting people and just trying to “pull one over.” 2) HR is for the benefit of the company and not you. It’s so known for being ineffective that savvy companies are replacing it with “PeopleOps.”3) Document. Say nothing. Talk to no one. Get a lawyer. The company will be compelled to share all of the data. Watching failures like this is exactly like watching “Abducted in Plain Sight,” if you imagine the parents from that documentary are the inept or corrupt businesses.

Kristina Janis Andrea Pearce I see that too. Sucks

Guest Insider Sorry, some people don't want drama. Easier to eliminate trouble than solve real problems.I am NOT advocating supporting that idea. That is just how some humans operate.

Guest Insider If they don't WANT drama then THEY shouldn't BE drama . I get what you're saying though. The higher the salary, the more expensive the attrition cost.

Guest Insider Kristina Janis there are way too many high level leaders who cannot handle controversy, disagreement, the odd nuances of human existence. They want compliance, fake happiness, everybody believes the same things....and life isn't that simple....and they freak out when any disagreements arise.

Guest Insider Kristina Janis sorry, senior isn't ageism...it is authority level...I will edit post.

Tamara Sanchez The reality is that sometimes they don’t and it is honestly up to you how far to go. It is also about your overall health.

Kristina Janis Tamara Sanchez true but sad.

Tamara Sanchez Kristina Janis yesterday or is it today. Yesterday I finished a 23 page report to report everything right. I was let go. Even for volunteering and canvassing after hours. All this nonsensical stuff. Each household was labeled Household A, B, C. I chose to pause at Y and then to tell my story. I fought for my residents, I was written up for reporting someone to HR and I requested this. I never received it. I am okay now because sometimes we think we can’t. But the little engine could? Let me know if you need any help. I feel so relieved now.

Tamara Sanchez You have given me the courage to share my story here. It has helped me evaluate my situation and it feels better to know I am not alone.

Nichole Lipka I’ve been at a company like this, too, and I’ve never experienced that kind of workplace before or since then. It was abusive and mentally and emotionally damaging. Thankfully the company I went to next had an HR department that listened and took appropriate action when the staff brought complaints to them. A formal investigation was done and the issue was handled. All to say…start getting your resume out there. No one should have to deal with this toxic behavior from employers. This industry needs good people so badly, I’m sure you can find a new spot.

Guest Insider I lived this for almost 13 years. It sucked. But I knew my purpose was taking care of people - my co-workers and my residents. My mentor, who is an Equal Opportunity officer, actually taught me that the way I (and the other associates in my organization) was being treated by my regional director was NOT OK. There are reasons that laws are in place - to protect employees from discrimination, work place bullying, harassment, and retaliation. I can say - I felt like an idiot realizing it - but I didn’t even think about it like that. I worked the system and kept at it. FINALLY, it changed. I can say I used patience and discernment of when and hope much to challenge. Again, FINALLY, it changed. They say “leaders teach you how to be and how to NOT be.” I can say that I have learned from both and, now that I’m in a position to make a difference for my residents and associates, I try my best to do that every day and create a positive culture where people enjoy coming to work and residents... Show more

I lived this for almost 13 years. It sucked. But I knew my purpose was taking care of people - my co-workers and my residents. My mentor, who is an Equal Opportunity officer, actually taught me that the way I (and the other associates in my organization) was being treated by my regional director was NOT OK. There are reasons that laws are in place - to protect employees from discrimination, work place bullying, harassment, and retaliation. I can say - I felt like an idiot realizing it - but I didn’t even think about it like that. I worked the system and kept at it. FINALLY, it changed. I can say I used patience and discernment of when and hope much to challenge. Again, FINALLY, it changed. They say “leaders teach you how to be and how to NOT be.” I can say that I have learned from both and, now that I’m in a position to make a difference for my residents and associates, I try my best to do that every day and create a positive culture where people enjoy coming to work and residents appreciate being part of. Some days I have to have hard conversations and make tough decisions; but I live by the motto - Do things right and do right things. We are taught to treat everyone the same. We are taught the business need comes first.  But, Dealing with people is emotional. Housing issues are emotional. Associate issues are emotional.  We are charged to add the logic to emotional situations and if you take care of people, the rest falls into place.  Document. Document. Document. Dig in. Research. And know/understand the equal opportunity laws. And, if anyone is in the Dayton, Ohio area and wants to work for a GREAT company and with a GREAT group of people who are like family, let me know. We are looking for you!

Guest Insider I left this field that I love for past almost 10 years, all because of last company.Common courtesy, morale, loyalty are all gone in management companies. It's about bottom line or nepotism in my case.But going from experienced manager, software knowledge, 2023 HTC trained, fired so new VPs family friends neice could not be bartender any longer. Heck I still get calls from local fire, PD and fire alarm companies and so many residents begging for help because new staff won't or can't help, answer calls, etc. I feel bad but I've had to step away and in small town that's hard to do as well!!

Guest Insider This post. 1000% why, after 25 years, I have stepped away from this industry. I really loved being onsite and I miss it but at the end of the day, my physical and mental health were just too important. It's unfortunate because I don't remember the industry being like this even 10 years ago...

Charity Zierten People leave people. Not companies!

Kristina Janis Charity Zierten amen

Sheila Singer I had to leave a company after I was attacked by a random person in my office in November and then in December a resident started stalking me and sending me death threats. All I could get them to do was post day time security until I could get him evicted. My peace of mind & safety meant too much. My Regional, who was brand new wanted me to stay (& she’s amazing), but the people above didn’t even care or fight for me.

Kristina Janis Sheila Singer I'm sorry love! Know your worth. You will find something .

Sheila Singer Kristina Janis already have, new company, a promotion AND peace of mind = priceless!

Guest Insider Seems to be the standard and totally acceptable these days. Frustrating to watch.

Guest Insider We have all had toxic managers or other team members that we have been forced to work with because we either did not have another opportunity or outside of that one employee; the place was great! Sometimes it can make a great place become less desirable to go to everyday and make you think about quitting. What’s even worse is when that boss is singling you out; treats other better, etc—they make you think, “is it me; what am I doing to make them act so awful to me,”? Narcissism unfortunately is a thing in upper management — I don’t know why, but it is there. My best suggestion is to ask that manager if you can have a meeting with them and maybe their assistant or regional, someone they trust and have a conversation that places no blame on either of you but puts the feeling and emotions on the table. Give examples and how it made you feel and ask why it occurred. Ask questions to seek to understand not blame. Then ask for ideas or tools to help resolve the issues. This conversation... Show more

We have all had toxic managers or other team members that we have been forced to work with because we either did not have another opportunity or outside of that one employee; the place was great! Sometimes it can make a great place become less desirable to go to everyday and make you think about quitting. What’s even worse is when that boss is singling you out; treats other better, etc—they make you think, “is it me; what am I doing to make them act so awful to me,”? Narcissism unfortunately is  a thing in upper management — I don’t know why, but it is there. My best suggestion is to ask that manager if you can have a meeting with them and maybe their assistant or regional, someone they trust and have a conversation that places no blame on either of you but puts the feeling and emotions on the table. Give examples and how it made you feel and ask why it occurred. Ask questions to seek to understand not blame. Then ask for ideas or tools to help resolve the issues. This conversation must have a witness and you must sent it to the regional if they are not present. This shows the regional you are trying to fix the problems. If they persist— you have documentation of when things when wrong and how you tried to work with the manager to resolve them and their unacceptable behavior

Guest Insider As a Vendor in Multifamily we are abused by 90% of the management teams.
The lack of Morales, Character, Business etiquette... and the list goes on is mind blowing.

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