Associa reviews

The portfolios are too big for one single person, especially when they’re underpaid. It’s hard to justify giving up 40 hours a week, plus evening meetings, having to be available for emergency calls 24/7 for such a small salary. People in the company openly complain about how they can’t pay their bills and live in poor living conditions (unless they have a spouse who can compensate for their lack of a paycheck) Annual raises were 2% across the board, lower than the standard. Disappointing that you can work really hard and get the same small raise as somebody who puts in half the effort. Revolving door. Community Managers have the highest turnover I’ve ever seen at a job. Everytime a community manager leaves, you get a bunch of angry clients dumped on you because they’re desperate. Can’t run a management company without managers and yet the managers are treated exceptionally awful and expected to sacrifice their well being and be verbally abused by board members to keep the big shot regionals happy. Health insurance changed this year and it’s exceptionally awful. If you have a family, I hope you don’t expect to actually see any of your paycheck by the time insurance is taken out.

Initially, Associa seems great until you learn the culture of it. Virtually no initial training for new hires other than how to log into the systems. Everything else they just say go check degreed. Not enough support for site staff unless you have an attentive portfolio manager. Can feel like you're on an island until there's a crisis. They have this "on-call" procedure that all managers have to participate in even though we're technically already on call for our own properties - and we don't get paid anything extra for that week we're on-call even though it's specifically for 5pm-9am. The executives and portfolio managers seem to have team huddles but nothing from those huddles gets summarized and sent down to the managers - at least not to me. They don't offer paid maternity leave. Their bereavement leave could be better (should do 5 days for immediate/household family rather than 3 days). Their performance incentives could be better; they hassle us about getting 5-star reviews on google but all we get is our name in a raffle for a $25 gift-card from Amazon. This means, no matter if you get reviews every month, you may not get a gift card depending on the luck of the draw, They apparently do not do merit pay increases and do not advocate for staff to have the pay they deserve. There should be a negotiation process. They don't keep up with doing performance reviews. When they have these "all hands" meeting where employees are recognized, it seems impossible to be recognized on a branch level unless you're an executive. What is the incentive for the rest of us? The company could use more employee perks. If they can't give us all gift cards, they should have better partnerships and award us points or something that we can shop with (this is what Capital One does and it's great! People earn points to buy iPads, dishwashers, all kinds of things) They have a maintenance division that in theory is great but they can be quite slow with acting on quote requests and with invoicing - yet we are hassled to use this division rather than reaching out to vendors directly so they can profit. Diversity could still be better - there's a lot of women at mid-level, but those upper executive roles are still men of a certain demographic.