maintenance technician

leasing consultant

maintenance supervisor

assistant property manager

property manager

Timberland Partners

Having been in the industry for 7 years total with 5 different companies, I feel I've experienced both the best as well as the worst. 
Those in the industry should know already that the job - whether that be maintenance or as a Community Manager - does not end at 5pm. We are all constantly on call. High turnover in the industry and in some areas of the country where finding qualified hard working people is exceptionally difficult, can mean a lot of long hours. 
I've been with Timberland as a Community Manager for 9 months, I left my last position because of a completely deranged supervisor. I came into a challenging position at a struggling community and was given every bit of support and training that I needed to turn things around. My DM was amazing, the Home Office staff is incredible, opportunities for increased earning potential, advancements and training are readily available. Timberland is constantly looking for ways to improve in all aspects. 
Among the things that I like the best - they put their money back into their communities. Unlike so many other firms, it's not about band-aiding a problem temporarily because it's the cheapest option. The question is always, if we have a problem how can we really fix it? My input and the input of my staff and my co-workers is listened to, valued and more often than not acted upon. 
As a CM there is a lot of admin - but it all has a purpose. It is not for someone who isn't detail oriented, who does not have strong computer literacy or who doesn't enjoy the admin side of management. I happen to enjoy all of those things so being given the opportunity to showcase my strengths is something I have enjoyed. 
You have to be intrinsically motivated to succeed in the industry, and willing to put in the time and hours to do so. I have a family with young children and while I did spend a long stretch running two properties and putting in 60-70 hour weeks, I was also able to say when enough was enough and that I needed to take a step back. I was happy to help in any way I could, and when I started to get burned out I was able to pull back a little and let others step in to help. That help was readily given from other communities.

Extremely busy office in Cedar Rapids, IA.
I do not personally believe that what's preached is what is practiced. 
The corporate office is in MN, pretty far away for that office to be in touch with what is going on in the CR office. I enjoyed my co-workers for the most part. I was the Assistant Manager so there were really only 2 people under me. The Corporate office uses a mathematical equation of a tenant to employee ratio to calculate how many people are needed to keep the property running smoothly. 
The problem is that equation does not factor in the time needed to properly handle all  issues that arise in a days time and the quality that is received if proper time can not be spent. I addressed concerns that I had directly to Corporate, I felt as though things were really not going to change.
 When I was interviewed and hired I had high hopes that I could make a difference and if I gave it my all I would be appreciated. The office did not run smoothly at all. I cared too much and I felt I was not going to be able to make things better so that is why I left. I enjoyed my co workers and learning some new things. I have a lot more to offer than pushing paper and I was not going to decide which parts of my job were more important and just do those because there were not enough hours in the day to get it all done; and for me not getting it all done was not an option. For me, not being able to enrich the property and make life better for the residents, for my co-workers and for myself was not an option. Sometimes you have to be willing to see that it is broke so that it can be fixed.

To begin, I would like to highlight the positive aspect of my experience as a “part-time” leasing agent. The work-life balance was excellent, which I thoroughly enjoyed. However, this was the sole positive. The micromanagement was excessive. The company fosters a false sense of community that initially appears welcoming, but it soon becomes evident that the work culture is highly exclusive and cult-like. The Management exhibited a complete lack of emotional intelligence, which is unsurprising given the high turnover rate.
Furthermore, the company demonstrates a complete disregard for its employees’ loyalty. If an employee is perceived as valuable or important, they are not rewarded accordingly. I personally worked for the company for two years, dedicating full-time hours, yet I was not offered health insurance until the HR department intervened.
Lease incentives are not provided to leasing agents, despite the company’s claims that they are incorporated into hourly pay. In reality, these incentives are not provided, resulting in a significant pay reduction. Therefore, I strongly advise you to consider other opportunities that offer fair compensation for your efforts.
I have been loyal to this company and the property I worked at, only to be met with no reciprocity. Furthermore, based on observing my fellow employees who recently started as I was exiting, the company provided minimal training and then thrust them into challenging situations without adequate support. This is not the kind of environment you want to be in.

Leadership is everything and I saw almost none of it at the site level of the Timberland Property I worked at. My immediate manager seemed fine at first- all to compensate for her lack of knowledge and willingness to work. Regional management was lacking in empathy and leadership ability across the board. Properties were pitted against each other, terribly worded and unnecessary emails were sent. Reviews were given to people that laid out information that took them completely by surprise. There is so much that needs improvement. An anonymous tip line, calls and reviews at 90 days and 1 year with HR so people don’t have to throw themselves under a bus to get change. Regionals and Community Managers need to collaborate with all of their staff, let them know they are important. Almost every senior manager there was rude and unapproachable. Holidays should be holidays and not threats used against people. CRM needs to be set up to filter by date, bedrooms, and level of interest, it is not being used correctly and creates loss of productivity. Training is often conceptual and not pragmatic applications and SOP’s. They need more HR staff and a floating HR rep to visit the sites. Maybe consider Kazoo to help with employee connectedness and engagement. There are some good areas as well. Pay and benefits were good. Corporate was nice and very helpful. It has potential but until some inspired leadership is added, at least the Midwest region is in trouble. Empathy, grace, engagement, collaboration, coaching, connectedness. 

My experience at Timberland Partners was Exceptional and I am proud to have been a part of 1TP!  
  
Timberland Partners has a culture that is committed to being Exceptional. High expectations are placed on team members at all levels of the organization and team members are expected to be able to think for themselves and make smart business decisions consistent with the Vision, Mission, and Guiding Principles of Timberland Partners.  

To be “Exceptional” requires the right people in the right seats all working together to achieve a common goal.  Based on my experience, “the right people” at Timberland Partners possess:

• Shared Values - embrace the Timberland Partners Vision, Mission, and Guiding Principles
• Professional Goals – defined direction with career milestones
• Grit – spirit, perseverance, and determination to achieve their professional goals

If you lack any one of these three elements, Timberland Partners will not be the right company for you. 

If you possess all three of these traits and are looking to start/grow your career in multi-family real estate, I recommend considering Timberland Partners.  Be sure to carefully consider the “right seat” for Timberland Partners is also the right seat for your professional goals.  Whatever function of the organization (ie. operations, acquisitions, development, etc.) you start with will strongly influence your future growth opportunities and career path within Timberland Partners.  #1TP

This Company is so over rated they care more about their investors then they do their residents and employees. They want to severely micromanage you and blame you for work that you didn't even do. If you have plans on ever moving up with this company you better look elsewhere because they will do everything they can to keep you from advancing or moving into different positions because they have hard times filling positions. Their work/home life  balance sucks as managers will contact you on your personal phone even after hours like they are your friends, they will say hey to your face but then turn right around and back stab you. In the event of a family emergency they will discriminate. In my experience of seeing this first hand  if your white they will just hand over PTO for you but if your are black you better brace for a fight on your hands because they will refuse to give PTO without a "proper excuse" They value one skin color over another. They make you promise things to potential residents that never come true and they expect you to believe in a product that is not worthy of its cost. If you are considering working for this company be sure you are a heartless and cut-throat individual otherwise you will not fit in or last very long, also be sure you are ready for a "corporate environment" instead of a caring family oriented  environment which this industry should be all about! Good luck future employees you are going to need it.

Tomorrow is my last day and its bitter sweet. I've had a couple of problems but understand no company is perfect. Approximately 40 days on the job, my mom had a series of strokes. I didn't know what to do and I was scared. I didn't have to tell my Manager but I did. Transparency is important to me. Not only my Manager but also my Regional told me to go take care of my Mom. I'm not gonna lie, I either left early, came in late or called off because of the situation. They truly cared about the situation at hand and I truly appreciated it. It was one of the worse times of my life and having the comfort of knowing my job stepped up to say, "you have one Mom, so go take care of her", meant the world to me. Covid was terrible for everyone but Timberland cared enough to try and accommodate every situation for everyone and they DID NOT lay off anyone! This was a learning experience for everyone. I really appreciate all of efforts put in to help everyone during the process. I'm leaving because I was offered a huge pay increase and higher position however. The insurance isn't the worse but it is the greatest either. Understand, Timberland isn't a huge company. I would come back to Timberland Partners if I had to. Corporate care about the people on the bottom which is unheard of and know us by name when they come to the property. The greet and talk to all of the staff like make everyone feel welcomed. 

I have never been so proud to work for a company. From the moment you are hired, they provide you every tool possible to succeed. There is extensive and year round training available, you are provided a mentor to guide you through the company's expectations and requirements. There are consistent meetings, video chats, group discussions, etc. to give all employees equal access to information regarding company growth and advancements, but also proper recognition to employees on every level, and even to gain insight and feedback about concerns we may have. Concerns are recognized and rectified. They pride themselves on promoting from within. Fair compensation is given, as well as realistic expectations to earn all bonuses! The president himself and corporate regularly meets with employees to provide a sense of transparency and appreciation -- hugely appreciated throughout Covid! With a recent cancer diagnosis, I have personally felt the appreciation and concern for my well being and livelihood. Both on a local and regional lever, my teammates have consistently gone above and beyond to assure all of my needs are met. Their key values and ethics foster a welcoming culture and friendly atmosphere. No superficial pizza parties here!! 

The Regional Manager and the Maintenance Regional Manager over the Chattanooga and Ohio area are the ABSOLUTE worst!!!!!! They know nothing about being supportive of their team and pit teams/employees against each other. I have personally witnessed them on several occasions feeding into the drama and not even having the professional courtesy to approach someone about personal situations being spread. Instead, they would rather tear everyone down around them. You are only treated as a person when the Regional needs you. As soon as you have served your purpose to her you will go right back to being a number and none of your concerns or efforts matter. I know there is a HUGE turnover rate in this region for managers and staff and that is for a REASON. I couldn't even go to HR about it because they KNOW what's going on and choose to completely ignore it. Do not work for them at all. It will be the worst decision of your life. RUN. I seriously went home just about every night wanting to cry and had to get away. I was severely underpaid for the jobs I was doing. Oh, and their healthcare is a joke. You can find better benefits at almost any other company. Also, you have to wear a suit. Every. Single. Day. I personally know our prospects did not like this. It makes everyone feel like you are way better than them and just another robot. 

Working at Timberland Partners as a Property Manager offered a fast-paced, high-responsibility environment where no two days were the same. A typical day involved everything from resident relations and lease enforcement to budgeting, maintenance coordination, and team supervision. I learned a great deal about leadership, multitasking, and navigating complex operational challenges.

Management style varied by region; while some leaders were supportive and collaborative, others lacked consistency and transparency, which affected morale and trust. The workplace culture promoted core values on paper, but execution sometimes depended on individual leadership styles.

The hardest part of the job was managing high expectations with limited support while maintaining resident satisfaction and team performance. The most enjoyable part was building relationships with residents and teammates, solving problems in real-time, and seeing the positive impact of improvements made to the community.

Top Job Titles	Average Salary
Maintenance technician 127 salaries reported	$24.21 per hour
Leasing consultant 69 salaries reported	$20.51 per hour
Maintenance supervisor 70 salaries reported	$32.21 per hour
Assistant property manager 35 salaries reported	$25.35 per hour
Property manager 32 salaries reported	$73,530 per year

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