Yes! Communities reviews

Before I start: The reviews here are not representative of the whole story -- the company specifically asks certain people to provide reviews (I was personally asked to review the company, and waited until I left due to fear of retaliation if I posted an honest post). COVID response: Even when cases were at their highest in Denver, they still required at least 50% of people in the office. Emails were sent out to the Home Office saying that “our numbers” of people in office needed to be higher and that people were expected to come in. If someone in the office tested positive, they would only alert the people who had meetings with that person; the whole office was not notified when someone tested positive in the office. VERY old school: Management pays attention to when you arrive at the office and leave. If you are working from home (which is only permitted because of COVID; they strongly are anti-WFH), they will check your Skype status. It is very micro-managing. Even though they do a great job promoting women, an old boys vibe permeates throughout the company. Many managers (director and above) are ineffective and comments from them can be unprofessionally direct. Management: Management does not provide constructive feedback; multiple times I have seen people thrown under the bus in meetings by their managers. Passive aggressiveness is common. Management makes every bump in the road feel like a crisis. There is high turnover at this company and poor morale. HR mediation is common, yet rarely produces conflict resolution. Benefits are there, but are not great, especially given the competition in the area.

Where do I begin... Depending on your community staff it can be exhausting and lead to burnout without help. I worked in a community with just two office staff members including myself and the manager. The Manager of course having earned her stripes could have weekends off most of the time but leave the sales person to work full saturdays and sometimes sundays with the promise of a tuesday or wednesday off that would often be forfeited anyway due to the high pressure to hit budget. The constant fear of loss management style would stress you out and without rest it caused me to lose all interest in whatever money I could make. There's this attitude of no excuse for a bad month (unless you just started), no excuse for a home left vacant at months end (even if it is unfinished) because it is based on numbers and numbers alone. This drive for 100% occupancy could have led to some of the success in the past but all it does is burn and church people at 2 person communities that are in a major metropolitan with tons of competition. My work ethic and teamwork strengths kept me going as long as I could before complete burn out... Vacations were scary because the numbers could suffer and you'd spend your whole vacation stressing out. My manager was able to cope by having weekends off to somewhat relax or take a short trip somewhere while I could never take a weekend trip because I never had more than 1 day off at a time (if that!). I could have complained about it but it but the company's toxic culture would have caused me more harm than good from this sort of complaint. I grew to hate that office with a passion because it became my entire life where at first I was so excited and happy to help people find a home in our community. I then lost faith in the product because homes were never truly "move in ready" by our deadlines. I had to learn to under-promise deadlines to save myself from being cursed out by families with no where to go because we promised a home would be ready and it wasn't. My manager over promised ready dates to someone to "show me how it's done" and the day before their move-in date I walked the property to discover a catastrophe. I had to learn never to trust maintenance and walk the home myself because I'd be the one on the chopping block. It's much easier to calm someone down over the phone the day before a move in vs. in person the day of move in. Senior management reminds me of the top of a pyramid scheme, very detached from the real experiences of people at the bottom because of the facade put on by middle management, yet they put on some inspiring speeches at the company meetings. As a younger person in the workforce, it can be more easily dismissed but as you get older you see the mentality for what it is (treating entry level non management staff like children). At an annual company meeting where employees at all levels get to attend there is a lot of friendly competitiveness among the different regions to create excitement, nothing wrong with that except when I witnessed a newly promoted manager gave an employee a look of disgust because the employee was not camera ready to show enthusiasm on que and then that same manager chastised others for not showing enough enthusiasm when her boss danced (I did show enthusiasm and dance on que not out of fear but out of compassion since I truly did like some of the people I worked with plus I secretly planned on leaving after another month anyway for something more balanced). For the younger employees experiencing somewhat of success they'll feel that superior and peer pressure because they don't know any better but I knew better since my secret was that my days were numbered there anyway because of all of this crap.