Anyone applying for a Lease Analyst position, beware! The job descriptions are old and misleading - a fact they are aware of but have purposefully not updated them.
You will actually be segregated into 1 of 4 teams:
1) call center where your hands are tied and you can do nothing to solve the client's problems and must make up excuses and lie to the client as to why their information is incorrect;
2) finance where you process invoices and rent;
3) workflow where you push documents through the system and deal with the people in India who are making the client's information incorrect; or
4) reports where you run reports out of the database.
If hell is full of micromanagers, then you have arrived.
If you are looking for a place where you do the same monotonous tasks every day, then look no further. A 40 hour work week is unheard of. Be prepared to work between 50-60+ hours per week.
NO TRAINING WILL BE PROVIDED. If you are unable to "figure it out" on your own, you will be treated like trash and placed on a performance plan so they can push you out the door. All the while, you will be blamed for not knowing instinctively what to do.
After work however, you and your family will enjoy weeks of tear-filled evenings while you ask yourself 'Why did I not believe that review I read online?'. I'm making light of it, but it's really no laughing matter.
Turnover is high and it takes months before any action is taken to replace those who have left. Not t
ProsCigna healthcare and 401k
Consmicromanagement, favoritism, no training, no advancement, no future
Working for CBRE was the most rewarding and positive employment experience I have ever had. The company truly believed in their employees and equipped them with the tools and opportunities to grow within the company. My typical day at CBRE involved managing a huge portfolio owned by a three nationally known investors. I had numerous property managers, assistant managers, engineers and ground crew to manage. I interviewed, assisted with hiring, trained and continually motivated my managers. I performed employee performance reviews, reviewed all financial documents, reviewed and approved invoices, walked properties on a constant basis to ensure the properties were properly being managed and cared for, managed tenant improvements, managed building renovations, provided tenant retention services, and constantly looked for avenues to improve the performance and profitability of the portfolio. I also assisted in leasing and sales activities within the portfolio. I sent out request for proposals on contract services, reviewed proposals, provided a bid matrix and assisted in the selection and procurement of contractors in the portfolio. I assisted in upgrading the interiors and mechanical equipment of said portfolio. I also served on the strategic planning committee, seeking new ways to enhance the performance of the portfolio, as well as looking for new ways for the partnership to invest.
This position allowed me a more hands on approach with my managers, as well as being a team le
Prosconstant training and support, freedom to perform at your position without micromanagement, open door policy, weekly team meetings to discuss portfolio performance, organized, productive, fun and enjoyable work environment
Consi have no cons for this position.
5.0
Property Administrator | Anaheim, CA | Dec 9, 2014
CBRE is a productive company and provides a professional working environment
Assisted with the day to day operations of managing commercial real estate properties that included class-A office buildings, retail shopping centers with anchor tenants such as Ralphs, Albertson's, TJ Max, Trader Joes, Sport Chalet, Pet Mart, along with industrial office parks.
• Perform weekly property inspections
• Prepare and manage vendor contracts for asset services
• Obtain competitive bids and oversee maintenance services
• Provide essential support to property manager as needed
• Monitor tenant receivables and prepare delinquency letters
• Draft tenant default notices and forward documents for legal action and/or collections
• Code invoices for approval and entered in MRI for accounting
• Provide excellent customer service for tenant inquiries
• Assist with tenant improvements, prepare and post notice of non responsibility with City for construction work
• Assist in the preparation of annual budgets and operating expense reconciliations
• Assist with the preparation of monthly financial reports
• Track and maintain insurance certificates for tenants and vendors ensuring they are in compliance
• Obtain tenant gross sales reports for percentage rent
• Lease abstract for new tenants
• Assist with Tenant move-in, move-out and evictions
• Assist with capital improvement projects
• Assist with property and tenant emergency matters
• Update tenant and vendor contact and emergency information
• Coordinate quarterly and annual fire sprinkler inspections
ProsExcellent benefits and a safe working environement
ConsPay is lower than the industry
1.0
Data Center Technician | Hazelwood, MO | Mar 4, 2021
Good - I am on a shift where I have very little interaction with an inept management. Bad - I am lead by an inept management team
The management at the Hazelwood Data Center is severely lacking any concern or morels in regards to their people as well as the job itself. I have seen more people come and go in the last few years , its literally a revolving door in regards to turnover. Because of this, its a constant burden to train people as they never stay around more than a year on average. Management has no interest in helping out, they dump the new people on us and expect us to train and get our regular work completed. Unfortunately training makes a simple job take 2 to 3 times longer. Work gets backed up , and concerns are brought to management but they just say "do what you can". The team lead for the proximity team is all about him and nothing more. I can recall a time when there were many migrations taking place over many weekends and once he heard this update, he went straight into our PTO calendar and made himself unavailable for every weekend for the remaining 6 months of the year so he would not have to work them. His comments to people were "the weekend is my time, I dont get paid to be here extra hours" Definitely NOT a team player. The manager is no better, He is completely over his head in regards to his ability and knowledge. He is another person who only thinks of himself. He comes in late in the morning, leaves by 4 and takes no time to find out what's going on in the DC or addressing any concerns that people have.
If you are looking for a job where there is NO accountability for your
ProsPay isn't bad
ConsTeam lead and Management are absentee landlords to quote a former employee.
Productive and company promotes having fun. They have a ping pong table and Wii for the employees.
Typically the day starts at 8 am. If there is not an early morning meeting to set up the A/V system for, I will begin by reviewing help desk cases in the Service-Now system (SNS) to prioritize. Thereafter I will look at my emails to see if anything has come in that may not have made it the SNS that needs my attention, they eventually go into the SNS. I will follow up with customers and see what their availability is like to set reasonable expectations for when I might be able to make it by to provide assistance. I typically take an hour for lunch and I update my Help Desk cases before leaving around 5 pm.
I learned that for projects and tasks, which can be tedious, to break them down into small tasks that way they don't seem as time consuming and can be completed in a timely fashion, especially when having to incorporate them with the day to day help desk cases.
Management has taught me that when corporate policy and a customer's request is in conflict to make them aware. This way the customer is being assured that everything is being done to fulfill that request, but also it is not up to me to say no to the customer but it is better coming from management, because they are the one's who make policy and if management has to make an exception they can.
My co-workers are varied in skill set and when I can't necessarily find an answer by Googling it they are always a great next resource.
The hardest part of my job can be when a request a customer makes doesn't g
ProsEasy access to metro, Tax break for public transportation, Dental & medical benefits for a single person, bagels & donuts once a month
Cons401k is not matched dollar-for-dollar, Raises are less than cost of living (that's if they don't decide to cut your pay)
Work as an embedded tech at the customer's location. There is no communication from upper management to my team. When there is communication, it is either from spam corporate emails that have absolutely nothing to do with my job OR something went wrong and a higher manager is coming in to give us a stern lecture OR it is HR trying to set something up, such as meeting/lunch/training which my team cannot attend. That last one is important, because again, it shows the local HR doesn't even recognize my team's job responsibilities or the contractual obligation to the customer.
Structure of employee pay is odd. Straight pass-through from customer. It is like they pay me, but CBRE hijacks the check and puts their name on it, then acts like it comes from them. If the customer decides to freeze my team's pay for years, CBRE will NOT step in to pay the raise out of their own pocket. They'll just place the blame on the customer.
They have no system in gaining new hires when someone inevitably quits. Most applicants are not even remotely qualified for the position. This of course causes desperation and they end up hiring someone willing to work the horrible shift for horrible money. We end up with a lot of bad teammates that either choose to not work, or simply can't because of that individual's own limitations out of their control. This forces the required work to fall on the shoulders of 30% of the team. Good employees are overworked, while so many get a free ride. They won't be
ProsHigh turnover rate, so always a new face to see.
ConsDozen irrelevant corporate emails received daily.
Company and management say they care about employee happiness...fake. They ignore the fact everyone is over worked, unhappy and underpaid. The work load does not match the pay. Researched for a while and CBRE under pays by at least 4.00 an hour on my position alone. The insurance is expensive, so what little pay you do get for the obscene work load you do, goes mostly to insurance. Work load for one person would typically be spilt into two positions in other companies. When you're drowning in your work, management gives you a high five as you sink. Or tells you it's your fault for not asking for help. Of course turning a blind eye to maybe they're overworking people.
Everyone at my location looks miserable and defeated. Management works just as hard as regular employees, but are rude and unprofessional.
Training was awful and almost nonexistent. Vacation time sounds good on paper, but you accumulate in small chunks, every 2 weeks. Not like most companies that give in one chunk at the start of the year. They say there is work life balance and flexibility...sort of. If your boss likes you that day, you can request to leave early or take the next day. If the boss is in a mood, you may get it off, but not without 20 questions and a lot of guilt or phone calls. They often ask us to come in early or work late. At times not even asking, but expected due to "the nature of our business". Bank holidays and early release days are supposed to give employees work life balance, but it o
ProsFree coffee, parking and gym. Semi flexible
ConsExtremely underpaid. Insurance is expensive. Too much work for one position. Management.
Research Manager is top-notch. Can't say enough positive things about their willingness to go-to-bat for their staff.
Managing director is willing to work with you on your professional development and fielding work concerns.
Benefits and salary are standard. Bonuses are only available to Sr. Research Analysts, Managers, Directors.
This is a fast-paced environment which can be very rewarding, but you'll have many "bosses" with competing interests which is understandable in a large corporate environment. On occasion, you'll be thrown under the bus and constantly questioned.
Broker professionals are their own beast. Personalities are hard to handle, demanding, and for the most part you have to do everything their way. These are sales professionals not managers so there's some disorganization that comes along with their work.
Not a lot of marketed opportunities for advancement within research dept. Most of the emphasis is on the director/manager and sr research analysts.
Biggest surprise was the amount of manual data wrangling required. There are numerous datasets, tools, data warehouses often resulting in duplicated work. Management allows the freedom for you to suggest process improvements outside of eliminating a tool or database.
This is a large company in the private sector so expect to expand with your fish bowl: you'll have to pick up others' slack should there be a position vacancy.
Culture is lacking. Lots of people complaining about their jobs. I
CBRE is committed to delivering the best level of service to all of it's clients and is constantly seeking opportunities to up level service and delivery. The company is serious about safety and strives to reinforce a culture of safety across all of its accounts through trainings, reward programs and other avenues. There is great opportunity to move within the CBRE network of accounts; whether you are looking for a promotion, a lateral move or you're looking to relocate. Where CBRE has not done so great is with it's employees. The benefit program for employees is lacking in comparison with others in the industry as well as the pay - there is no tuition assistance program or paid sick time (sick time is taken as PTO which should be only for vacation). Opportunities for other paid memberships or training courses such as FMP, PMP, etc. are awarded based on seniority meaning the lower level managers or staff members don't stand a chance. Basically, CBRE puts a lot more initiative into keeping clients and maintaining those relationships than they do in ensuring their employees have all of the necessary tools and skills to keep improving. All of the accounts that I have been on (3 total) have been severely understaffed and there is no room to grow the staff (or even create new roles as needed) because of contract terms that are not realistic. This causes overlapping of duties and overworked staff which kills moral. In order to grow you typically have to move on to another account.
As a CBRE Employee, you get company wide emails and news letters from CBRE Corporate and other Division Heads. This allows you to know what other Accounts and Divisions are doing. On the Account I was on, this meant knowing you were not receiving the same perks as many other Accounts.
It wasn't all bad. The Team I worked with were good. Some of the staff employed by the client were nice. My last Supervisor (I've had 5 in 3 years) was great though so busy in other places, he rarely had time to check in with my team. CBRE does supply uniforms and refreshes them annually. They allow for Safety Boot reimbursement up to $150 on a single/annual purchase. The pay isn't bad. The medical and dental coverages are adequate but expensive. They do match a 401K contribution (the match is based on your contribution). The Account I am on has been subject too no more than a 2.5% pay increase in the 3+ years I have been a part of it. (Averaging less than 2%. A 1% maximum merit increase was allowed Account wide in 2018.)
I am employed on a Contract Account with the Building Maintenance Division. The Account on which I work /worked is/was in flux all of the time. The "Contract" upon which my work or everyday job duties is/was based upon was constantly being altered by the client. Metrics were/are set, changed, set, then changed again. 3 year contracts were no indication of job responsibilities.
I have been allowed to accomplish more at other jobs. I have been taught more at other jobs.
ProsLarge Company.
ConsNo real leadership in my experienced division.
As an RFM there aren't any "typical" days at work.
Generally Mondays I'd work from home starting around 7:30am and finishing at 6pm, responding to emails, contacting suppliers, contractors or consultants, arrange quotes, raise PO's update H&S records, budgeting, reporting repairs to the Helpdesk and chasing repairs in progress etc, receive incoming calls etc.
Tuesdays and Thursdays I'd carry out site visits, site meetings and Tenant liaison, I'd be on the road at about 6:30am and arrive home around 6pm.
Wednesdays I would work from CBRE's Head Office in St Pauls, London, responding to emails, having meetings with contractors and or internal consultants, liaising with property surveyors, updating budgets, checking with the Helpdesk on job updates etc. Arriving about 7:30am and leaving around 6pm.
Fridays I'd work from home or visit sites that required my presence for any number of reasons.
All of the above could change a moment’s notice should there be an incident at one of my sites that needed my uninterrupted attention.
While at CBRE I've gained IOSH Managing Safely qualification and attended numerous CPD courses, Asbestos Awareness, Legionella Awareness, Working at Height, Environmental Awareness to name but a few.
The work place culture at CBRE was good, as a home based worker it’s very easy to become isolated, however at CBRE all you had to do was pick up a phone to a colleague for advice and guidance when needed. You can also talk to anyone on a one to one l
- No room for growth
- People are constantly quitting or getting fired without warning to the tune of 1-2 people a month, this place is a revolving door
- management will dangle the idea of growth but when it comes to increases, they find an excuse to avoid them "you haven't been here long enough"
- management doesnt value employees and are extremely aggressive on a daily basis, if one of their kids ticked them off, you'll definitely know it and get the brunt of it
- management have extremely low EQ's bringing personal problems to work and using office resources for personal deeds constantly like getting out of texting and driving tickets
- Agents are made to feel entitled because management does everything they want even if it would be considered harrassment, bullying, or otherwise elsewhere
- Salaries are the lowest in the industry, while the company is the largest in the industry by market share
- no opportunity to negotiate regardless of experience, you could have 12 years of experience and will be hired at the same rate as someone straight out of college or worse highschool
- workplace is like a police state where you are screamed at for checking your phone (that's when management actually shows up to work)
- cannot have conversations with coworkers beyond 2 minutes, big brother is always watching
- about a year ago it was so bad that someone in the office would keep track of when a person walked in even a minute late then report that to management, for a
ProsThey are nice to you in your first 2-3 months
ConsLong unpaid hours, contradictory demands, cuthroat competition, favouritism, nepotism, lack of growth, low pay, bad management
Questions And Answers about CBRE
How often do you get a raise at CBRE?
Asked Nov 17, 2020
Never. Just when market rates go up
Answered Jun 3, 2023
Annual 2.5-3.5%
Answered Jun 3, 2023
What is the promotion process like at CBRE?
Asked Feb 13, 2022
Easy to obtain as tech because Senior techs are hot paid or treated well enough to stick around. Only the bad techs/problem childs stay.
Answered Jun 4, 2023
It's nearly impossible
Answered Jun 3, 2023
What is the best part of working at the company?
Asked Nov 23, 2019
Schedule
Answered May 13, 2022
PTO
Answered May 9, 2022
If you were in charge, what would you do to make CBRE a better place to work?
Asked Nov 5, 2019
The training process! Also, they need to recognize high turn around with the staff.
Answered Dec 13, 2020
Screen leads, supervisors and managers more closely. Have mandatory training for them on a regular basis. Hold the leaders more accountable for the issues within their team. Survey employees about managers more often and actually follow-up on resolutions. Add “team surveys” to leads year end reviews - and by “leads” I mean all team leads, supervisors and managers. Have a committee weighing in on issues that require resolutions and not just one high level direct report.
Answered Nov 15, 2020
What would you suggest CBRE management do to prevent others from leaving?
Asked Mar 17, 2017
Quit playing favorites. Promote people based on skills, instead of who they know, and fit into your clique.it’s like being back in junior high.
Answered Mar 14, 2021
Recognize high turnover rate. Especially when most of the micro-management, gossiping, and bridge-burning comes from the Director of the property.
Being able to walk into the main office, right into a gossip session about Engineers, Technicians, Vendors and yes.. TENANTS.. should also not be a thing.
