maintenance technician

assistant property manager

maintenance supervisor

service coordinator

senior maintenance person

Gene B. Glick Company

One of the worst professional experiences I’ve had in the last 15 years.  Yes, the property itself had its own issues (as all properties do) but I knew that much coming in, and it was manageable. But that is not my reasoning for giving a poor, albeit incredibly honest, review.  I spent the first 2.5 months running a 2-person office alone; however, I was made aware of that coming in. What I wasn’t made aware of was that once we did find the second person, that I would left entirely alone to 1) manage the property, 2) try to clean up the mess that had been caused for over 18-24 months prior (files/compliance, resident issues, high vacancy & high delinquency), AND 3) try to train a new person, coming in with no LIHTC experience, after I hadn’t even been formally trained yet myself.  Nor was I made aware that once we were finally fully staffed that meant I wouldn’t see, and rarely would hear from, my direct supervisor for 90 days or more. They would ask for specific things when needed, but never genuinely inquired about how things were going. When I did finally get a chance to fill them in, I was immediately disregarded and provided a list of what they were dealing with at other properties, and was made to feel like I had no place to complain.  During this time, we also lost the entire maintenance staff (end of March) which to this day still hasn’t been replaced. To say the least, morals were beyond low, other employees there were incredibly unhappy with how we were being ignored, which created an incredibly uneasy and stressful environment, without anyone to tell or help. There is no consistency in how they apply company policies, including “employee counseling notices” (write ups), through terminating an employee.  The money is decent, benefits are good as well.  But you better be ready to be thrown to the wolves on day 1 and plan on figuring everything out alone, manage the team (if they ever finally hire one), train yourself, train others, and magically find a way to progress as expected.  It isn't ideal way to work, but just make sure you document everything (ex. conversations, requests, reports, etc). It was incredibly disappointing to be sold one thing during the interview process, only to find those were empty promises. This position is ideal for a self-starter/maintainer, someone who prefers to work on their own, and certainly someone who doesn't require any training or support. You will have to go to the corporate office at least 2 times in your first few months for "onboarding training," but will likely be left feeling like it was wasted time away from a property that desperately needs you there. It's not a good look like 4 of the 5 positions on that property are currently vacant, check for yourself.

The company has many great things.  The pay is competitive, they have great benefits, they have a very strong training department, they have opportunities for volunteering, and they have great philanthropy.  They have several activities  mostly involving management or higher but it would be nice to have more activities that were companywide that included everyone.  An employee at the site level often feels unknown to the regionals or above.  Especially maintenance.   Also there seems to be a disconnect past your property. When you’re having issues at your property and you voice them to the regionals, it seems little gets done to address the problems or timely.  Each site should be required to have regular staff meeting for everyone to be able to share information or concerns.   It would be nice to have a liaison person, who is impartial,  that checks in with every employee regularly.  Employees could then address concerns issues in a safe environment.  Employees are afraid of retaliation to talk.  
The HR department does not come across in a friendly compassionate manner so when issues are addressed to them,  you do not feel comfortable or have confidence that they will actually be addressed.  Their manner is to go straight to the manager of the property or to the regional of the property.   But if they are part of the problem or they do not want to deal with your complaints they basically get dismissed without any further investigation.  I’ve seen this happen on several properties.  Good company overall, just needs tweaked in some areas. 

I cannot speak to the corporate office dynamic as I work on a site team. There is a lot of support from corporate for things like HUD compliance, training, marketing, hiring, etc. Despite all of this support there is a disconnect between the sites and the corporate office. 

There are pros and cons for every job and company. Overall, Glick is a solid company to work for. The pay scale is comparable, however it could use improvement. The benefits are competitive with a good 401K match. 

Each site (property) has a very different dynamic and creates a different experience despite corporate trying to keep everything the same. With as many properties as Glick manages, this is just par for the course. I am fortunate to have a great team and great properties. There is a good support system between sister properties in my region, so I feel equipped to manage when things get rough. 

Glick is a leader in adopting many new technologies like revenue management systems, virtual leasing platforms, online applications for subsidized properties, and virtual maintenance training. It is exciting to learn new things and see the future of our industry. 

The most challenging part for me is the sheer amount of work that needs to be completed. With all of the new software and programs, the work load is always increasing. It is difficult to keep up and sometimes nearly impossible.

Unfortunately, this is an extremely hostile work environment. There is a great deal that I would like to share, but due to concerns as to the safety of my family, I am refraining from doing so. However, I do feel it of high import to share what I can to help others avoid a similar situation.

One should feel safe at work. This was not the case.

One should be able to ensure the health and well being of residents. This was not the case. In fact, the reality was quite the opposite.

The focus is on bonuses rather than on the elderly and disabled individuals living here. When there are health and safety concerns for residents, those concerns should be a priority- not opening up apartments for new residents, who will also be victim of such poor practices. But at least those apartments will be bringing in income.... right? Who cares if the residents aren't safe and healthy as a result?

Glick's published values are fantastic. Unfortunately, they are hollow- simple lip service. When you have residents pulling out Fair Housing Agreements on you, you know there is a huge problem. It doesn't take long to recognize this, though the apartment manager seems to think that one should take months to determine whether a place is a good fit regardless of personal safety concerns.

On the plus side, the benefits are good if you have sold your soul to the devil.

Typical day at my property is like many others, maintenance/service requests and turns. Many share the concerns that the company has become much more money filter to the top focus over people focused. Occupancy rate is becoming low as skeleton crews and stiff budgets leave little room for advanced upkeep and remodeling while rents remaining high.  I hear from many long term employees with the company of how great pay and benefits used to be, even while holding on to 2x as many staff. This has lead to a high stress work environment for many in middle management on the properties and unfortunately that stress rolls heavily down hill. There is a lot of pressure to work off the clock due to over time restrictions. In my personal experience, paychecks where not matching punch times. The pressure and stress I believe lead my direct supervisor to adjust working hours between .2 and .8 hours a week to appease the budget strains. I really enjoy my property but will unfortunately move on soon for a better paying position in what I hope is truly a smaller people focused company. Please note I believe my experience may be isolated to this individual properties maintenance supervisor cheating the time clock, and not a view of the company as a whole.

I worked for the company for 1 1/2 years. In that time, the Property Manager managed to run off the whole staff. Two people left immediately after her promotion. Upper management does not understand what it takes to operate an aging property. When our housekeeper left, we weren't allowed to hire a new one to save money. The maintenance staff ended up cleaning the buildings on top of their already full plates. 
We had a shoestring budget, and most of budgeted projects were pulled to save money. Then they said maintenance was responsible for doing these projects in house. 
After the second Maintenance Supervisor left, I was next in line for the position. I had a great repituar with the residents and a better grasp on the routine at the property. Instead of promoting me, they pulled a tech from another property to take his place. He had been with the company longer, but I was actually more qualified. He and the property manager and the regional maintenance manager had all worked on another property together for a while, until the property manager was promoted to her current position. I call that favoritism.

What is the best part of working at the company?
The best part of working at the company was being able to help someone or families find their home, traveling, learning new things, and forming positive relationships with people along the way.

What is the most stressful part about working at the company?
The most stressful part about working at the company was adjusting to the use of new forms needed for applicants and tenants. 

What is the work environment and culture like at the company?
The work environment is fast-paced, team-oriented, and focused on providing great customer service. I loved working with my Manager (Amanda) and Maintenance (Tim). The culture encourages communication, professionalism, and supporting one another to meet goals and serve residents well.

What is a typical day like for you at the company?
A typical day for me as a leasing agent would have included greeting and assisting prospective residents, giving property tours, answering phone calls and emails, processing applications, and supporting current residents with questions or concerns. The day often involves multitasking and providing excellent customer service. I would try and offer my help anyway I could.

What this company presents externally no longer matches the internal reality. Things will not get better or change unless there is a serious overhaul in the management side of operations. Poor communication, constantly shifting expectations, and a lack of accountability have gotten out of control, creating an environment where employees feel burned out and unheard. Employees continue to leave because the same issues are ignored while leadership insists everything is fine. What once made Glick a great place to work has been lost, replaced by reactive decision-making and a culture that values optics over people. Until management addresses these core problems, turnover will continue. 

Working at Gene B. Glick Ohio don't trust no one. If something seems shady believe it.   Notate everything especially if you deal with tenants.  You can be terminated for anything especially if management does not care for you and have relatives that live on the property.   Management will believe the tenants over the employees with false allegations.  Some of your co-workers will also plot against you to get ahead.  If the upper management and I mean beyond the regional do not really know what is going on at some of the properties there is nothing you can do.  You can give H.R proof of certain things in advance and unless they are unbiased their is no hope.    The hardest part of the job is being over worked, used, and unappreciated.  Make sure you read the policy hand book.  Do not report any issues directly on the site nothing is anonymous.  Email H.R. directly with any concerns.  Again notate everything.  

I think upper management tries to run a good company, but they are continually fed what they want to hear so they don't truly know what is going on at the sites - at least the sites not in Indy. If a manager complains to HR about the Regional office, they just lie. I feel like I am in high school again with the amount of back stabbing and dishonesty that goes on with "the clique". Glick is losing good people in the Region and it will continue as long as the Regional PM fires anyone who even attempts to complain about her. If you like to be micro-managed, have people exclude you from events, talk bad about you, and lie to you continuously - you will love working for this company. Oh - I can't forget about the double standard that is displayed. If you are in "the clique" you don't have to work weekends, can work from home, and close the office during the day because you "need to get away from it all". The rest of us have to work 50 hours a week and keep our offices open at all costs.

Top Job Titles	Average Salary
Maintenance technician 4 salaries reported	$21.81 per hour
Assistant property manager 4 salaries reported	$23.44 per hour
Maintenance supervisor 2 salaries reported	$28.38 per hour
Service coordinator 1 salary reported	$25.25 per hour
Senior maintenance person 15 salaries reported	$21.10 per hour

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