maintenance technician

community manager

leasing agent

maintenance person

office administrator

Yes! Communities

"We know that happy, dedicated employees make all the difference. Our culture is one that allows employees to manage their career with clear expectations and goals. We invest in our employees and take pride as we watch them achieve results and make a difference every day for the residents we serve." – Yes Communities website.

When a leader understands the power of culture and keenly aligns it to their team's drive, values and needs, they energize dedicated employees who reach unprecedented successes personally, professionally, and organizationally. They understand the minutia of that energy and how it contributes to success. Strong leadership listens to their team and learns the processes and the roles within their group, knowing it creates respect but, more importantly, contributes to uncapped success. Strong leaders easily trust their team's output when this occurs because they understand what it takes to produce it. They've let the culture guide their role in their group.
  
While weak leadership can still generate success, it has a ceiling. Leaders who lack confidence in their team will lean on less practical skills, believing it contributes to reaching goals. They cannot set goals and take pride as they watch success-driven employees hit them. Instead, they micro-manage, waste time focusing on unimportant details, are closed to any team feedback, don't know how to trust, ignore valuable metrics and buckle to any input from above, unable to stand up for better practices or their team. Weak leadership believes the most critical asset is themselves, causing them to demand their team waste time reassuring unfounded fears blindly. This weakened leadership style will erode the team's strength and can be one of the biggest causes of the unfortunate but common "property manager burnout."

For example, the leader ignores the team's proven record of accomplishing end-of-month goals and requires all team members to be on daily conference calls for 14+ days straight, lasting an hour, sometimes longer. An insecure leader with a limited understanding of the roles below them believes this micromanagement to be motivating; a strong leader will instead see that monopolizing 14 to 24 hours (or more) is reducing their team's ability to do their jobs successfully. Using the knowledge gained from listening to their team, they can analyze proven track records versus those that show signs of struggle and focus their guidance and assistance where it is most needed, if it's even required anywhere.

It's easy to see why weak leadership begins to spiral. In contrast, strong leadership confidently relies on the culture they're invested in, calmly trusting it and capably managing their team to succeed.

Overall, Yes! Is a great company. It is impressive to me any company that can take a vision and turn it into a something valued at multiple billions of dollars. Overall, I share the companies vision and mission and values. The issue with Yes! Is that through their frequent acquisitions and expansion, much of this is being lost and the home office is not even aware. They also are placing trust in leaders who have no idea what they are doing, and worse should not be leading people. 

I am a licensed realtor in the State of Michigan; I am well versed in all aspects of real estate law, ethics, fair housing as well as tenant and landlord rights and responsibilities. What I saw at Yes! was absolutely egregious. 

Furthermore, the leadership there is atrocious; micromanagement, unethical transactions, lack of responsibility, lack of caring. 

Nothing was in order when I started there. The on boarding was the most disorganized and chaotic I have ever seen. There was a great lack of professionalism from my RM. The benefits that I negotiated for when I started were essentially meaningless. I was given a hard time when I took 4 days off to get married. (An event that the recruiter and RM that hired me were made well aware of 3 months in advance.)

On the ops side, the company is using outdated and inefficient tech, apps and procedures. 

As a CM you and your staff will be expected to play errand people to the in house lenders, If you have worked in this industry and had some autonomy and real decision making capabilities, I would not come to Yes! All of the things I used to enjoy; pricing homes, authority over leases, accounts, leading a team, negotiating sales...these were all taken away from me. 

There were so many issues at my community caused by years of neglect. I have experience in turning these situations around, so that is fine but with the bad leadership, lack of support, unprofessionalism and micromanagement that I experienced at this company, it made a very difficult situation much worse. 

I will say as a final comment, the people I was in contact with at the home office are some of the most professional and on point people I have worked with at a company. It’s a shame that there are so many great people at the corporate level and so many great people at the office level, but in between there are these awful leaders in middle management. 

What is the best part of working at the company?
The commission was pretty good.

What is the most stressful part about working at the company?
The management. If you are not performing to their standards they will fire you. I have personally seen many people get fired in the 5 months I worked with this company. There are Sales and Leasing Agents who have been there a very long time so it seems like an amazing opportunity to train in a new field if you are inexperienced but trust me they will push you and push you hard to make as many sales as possible and if you don't align with their "YES Mentality" or "YES Culture" you will get let go without warning. At times they ask you to contact prospects and residents of the community that you are assigned with very aggressive sales tactics. They as a company have no problem threatening people out of their homes because of their primary objective: to make money. It is frankly distugusting and I do not regret leaving.

What is the work environment and culture like at the company?
At first, everything was amazing, the people in the office you work with and the other communities near you all work collaboratively and if you are inexperienced, they are quick to help and answer your questions when needed. But after working there for a bit, or even not that long, if they suspect that you may be falling behind, they will be so quick to attempt to replace you or place another sales agent in your office to make your sales with your residents. It's honestly toxic on the sales side and it is no different for management and maintenance. Despite what I said at the beginning of this review, I have also witnessed quite a few people get hired and not be given the proper training necessary to succeed on the job, which resulted in high turn-over. I was probably lucky

What is a typical day like for you at the company?
A lot of the time you would be sitting in your designated office space, answering the phone occasionally, helping out with residents that walked in with questions or concerns, marketing on Craigslist daily, collecting a pipeline of prospects for sales or leases, and taking prospects on tours of available homes.

Yes cares about their employees until they decide they want to leave. I left the company because, after two years, I never got one performance review or a raise, except for a measly 9% bump in salary going from a specialist to manager role. Then when I moved to a different department was told I would be getting a pay DECREASE because I had no real experience, and it was a 3k decrease at that, which if you work here, you know that is chump change based on some of the spending on literal nonsense things. The cherry on top was when my boss prematurely told me I would be getting a bonus for covering a maternity leave, only to be told the next day that a bonus would actually hurt my potential salary increase at my upcoming performance review. Not sure how those two things are even remotely correlated but ok. When I put in my notice because I was sick of how I was being treated, my boss asked me why I thought I deserved a bonus when she wasn't getting one and also supported the maternity leave. Maybe it's because you told me I was getting one? Also, since she screwed up and knew I was leaving due to her, she jumped on the opportunity to blame me for a few things after I left the company that I had done unintentionally. Very classy. 

The company is growing rapidly but still maintains archaic processes and procedures, including no CRM or sales automation system. Honestly the most mundane and unproductive work I've done probably ever. The amount of times I spent having to direct people to an internal manual that was usually filled with outdated information was insane. Having an office with a view and a standing desk is not worth it for me—hard pass.

The Company is UNFAIR! They sell & rent out old, raggedy, roach infested homes to people & promise people a lot of things that they don't live up to (Which I had to deal with in the end being the office Admin). I was told when doing a move-out inspection to find problems even if there weren't any just to take people's deposit (NOT RIGHT). I left because there was a lot of stuff I didn't like & felt was unfair! My specific office in Fl was very UNPROFESSIONAL!  Profanity is used 24/7 in the office in front of residents and vendors. Profanity in my office was so bad till the residents felt comfortable coming in using the same profanity basically feeling like that was the only way to have a decent conversation. We had employees gossiping to residents about other employees, managers bashing other previous managers to residents, I mean it was a horrible experience. The only time they would think to get the property together is if they hear that 'Regional is coming on property or if WOW Tour is approaching '. Also, if you aren't in management they rarely care about you, you are just a person working for the company. When I first started my pay was "Ok" but after my 90 days I was promised a raise after taking on a lot of responsibility from my specific office transitioning around. I was told instead of receiving a raise I would just get "Extra hours" added on to each paycheck (SAY WHAT??). I would rate this company a 2 & that's only because there are actually a couple of good people out the bunch that care & they are not in management unfortunately.

I have very thoroughly enjoyed working for YES! Communities. They have a wonderful culture and have taught me a vast array of skills ranging from marketing to reading/understanding credit and most of all the ins and outs of the sales of mobile homes. There are many knowledgable employees and managers within this company that make hands on learning a breeze. They come from many different backgrounds and our employees/management is a very close team throughout our entire region and even throughout the home office. I respect my co-workers and they are all hard workers with a passion for this companies success. The most difficult part of this job is balancing your employment and dedication to the company with a life outside of the "job". The hours are long and your schedule is not very flexible for things you may need to do in your home life. It is not a job for people with families at home. The most enjoyable part of the job is the constant communication with all of your peers, the quarterly training courses we attend to bounce ideas, role play and gain knowledge. There are yearly awards and many incentive programs always in place. They definetely reward you for your hard work.

Very poor work environment, no work.Life balance. Upper management was there to support you verbally, only,no physical assistance although they said they were there help. . Favoritism and nepotism throughout. Constantly criticized. One coworker wanted my position and due to being in a higher position and favoritism with upper management, pushed me out and got my position,Hr is useless did absolutely nothing in spite of numerous conversations. Was severely understaffed due to upper management's treatment of staff, and was still expected to meet the same qualifications as if fully staffed while doing three jobs, was held accountable for all three positions two of which were previously held by full time employees. Workplace culture is "the beatings will continue until morale improves".
 As lower management, you are expected to work.
Six days a week as many hours as it takes to accomplish goals set by upper management for them to be able to achieve their bonuses. They have little regard for your bonus as you don't matter. Lower management does not matter.And they don't want to hear your ideas or suggestions as you work in the field.And they are the experts.

The regional manager creates a hostile work enviroment and the whole region is unprofessional and ran by gossip. Monroe has no hiring technique. He is unprofessional but will consistently state that he has 20 plus years of experience. He speaks to the vendors very unprofessionally but expects everyone to remain loyal to him. He is the reason for the high turnover. They request that you get payment from prospects BEFORE we show them the UN READY home! They do not care about the residents as the residents have complained for YEARS that things gets fixed, yet they dismisses them He expects us to sell homes to these same residents but refuses to fix their home. The field manager is no different. They are unprofessional. I havent had many jobs as I am loyal to my jobs so this was only my 3rd job my entire life and it was by far the WORST JOB EVER! I was a GM for 13 years and never treated my staff as YES treated theirs. I pride myself on customer service, yet, I was not able to take care of the residents like they should have been. They talk AT you instead of TO you and then expect 100%. This company is unorganized and give absolutely ZERO training! There is definitely favoritism and if you're not one who goes out to drink with them, you will be talked about and made to feel as an outcast!

Position: Maintenance
As the only maintenance man, my general duties are grounds pick up in the morning every day. I deal with the contractors to ensure they do the work correctly with the Yes Communities guidelines.  I arrange to purchase supplies for contractors if we do have them on hand in our maintenance building. I am in charge of ordering and purchasing these supplies and picking them up.  I keep inventory of all supplies and tools.  I am responsible for over two hundred homes that I maintain on my own, and dealing with residents in regards to repairs on a daily basis. I get homes ready to be occupied by new residents.  This may include cleaning them as well as trashing out homes when a resident moves out.   I complete all work orders on all the homes in the community.  This can be anything from fixing a door knob to repair walls, painting, repairing or replacing flooring, installing appliances, lighting fixtures, ceiling fans, plumbing, toilets, sinks, and maintaining our clubhouse and golf carts and company truck.  I as well have a company credit card in my name that I am responsible for in making purchases for the community.  I am the eyes and ears of Paradise Lakes Community

The community manager and assistant are a clique, which seemed to be a common theme within the company’s management structure. I should have taken the early red flag when neither of them showed up to my originally scheduled job interview, only to be told hours after the fact that something had come up and the CM couldn’t make it in. It was extremely common for the CM to miss work and/or leave work early. This was totally fine for him, but if you called off more than once every couple months due to illness or any legitimate reason, then that was a problem. We were held to much higher standards as maintenance techs than the salaried managers held themselves to. The shady things those people would do as well, such as buying a popcorn making machine on the company credit card as well as other personal amenities on a regular basis, but also refusing to payout a referral bonus, several promised bonuses, and hoarding bonuses that were earned from the work we were doing as maintenance techs. If you don’t want to work for a P.O.S. company and boss, don’t work for YES.

Top Job Titles	Average Salary
Maintenance technician 5 salaries reported	$20.41 per hour
Community manager 2 salaries reported	$47,500 per year
Leasing agent 1 salary reported	$14.00 per hour
Maintenance person 1 salary reported	$19.50 per hour
Office administrator 1 salary reported	$18.00 per hour

Working at Yes! Communities: Company Overview and Reviews

Yes! Communities

Yes! Communities Ratings

Popular jobs at Yes! Communities

Salary Satisfaction

Job Seeker Tools

Employer Tools

Browse

Stay Connected