Equity LifeStyle Properties

  www.equitylifestyle.com
  www.equitylifestyle.com
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Equity LifeStyle Properties Jobs & Careers

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Show:  All Results Last 7 Days
11 days ago

Regional Manager

Equity Lifestyle Properties Raleigh, NC

• Collaborate with Vice President to develop each community’s overall business… Glassdoor


19 days ago

Regional Manager

Equity Lifestyle Properties Chicago, IL

• Collaborate with Vice President to develop each community’s overall business… Glassdoor


13 days ago

Regional Manager

Equity Lifestyle Properties Lehigh Valley, PA

• Collaborate with Vice President to develop each community’s overall business… Glassdoor


30+ days ago

Regional Manager

Equity Lifestyle Properties Tampa, FL

• Collaborate with Vice President to develop each community’s overall business… Glassdoor


Equity LifeStyle Properties Reviews

39 Reviews
1.6
39 Reviews
Rating Trends

Recommend to a friend
Approve of CEO
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Marguerite Nader
18 Ratings
  1. 3 people found this helpful  

    Constant turnover, revolving door, promotions and raises based solely on relationships rather than merit

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Marketing  in  Tampa, FL
    Current Employee - Marketing in Tampa, FL

    I have been working at Equity LifeStyle Properties full-time for more than a year

    Pros

    Starbucks - all the time. Cushy travel budget, very casual work attire (some people in yoga pants), a lot of lunches- on them, relaxed about hours worked for salaried employees (40+ but not necessarily 8-5), access to tools needed to get the job done - ipads, mifi, cellphones - which they replace when they break.

    Cons

    Crap medical insurance, work/life balance (selling mobile homes is not an emergency, no one is curing cancer, the midnight emails on a Sunday can wait), raises are less than the cost of living increases, ideas are constantly plagiarized.

    Advice to ManagementAdvice

    1.Stop promoting people who can't do their current job well ie: the person in charge of all of your websites hunts and pecks while typing and hardly knows how to turn on a computer - that should be a sign! Stop wasting money on third party agencies - EE is a joke and is ripping you off. Find a company that knows SEO, find a web team that at least knows enough to look at their own website.

    2.When the same person has multiple lawsuits filed against them regarding hostile work environment, stop promoting that person. Not everyone is cut out for managing people, regardless of how hard they work or how smart they may be.

    3.Value the 20% of the people the actually do 90% of the work. Listening to the Friday morning sales call is painful for those who actually contributed - to hear about a regional who never does anything, and yet exceeded "hush" numbers because of someone else's hard work; give the credit where it's due - to the staff who runs the property, to the people who are constantly subjected to verbal abuse for not meeting sales goals when the sales "training" consists of an 8-page slapped together deck.

    4.Stop wasting money on your revolving door of employees! Take a look at some HR studies that provide facts and data on the investment of retaining current employees.

    5.Implement a rule that requires employees to respond to emails - never in my life have I worked anywhere where it was common practice to simply ignore emails that you didn't have an answer to or didn't feel like dealing with.

    6.Get better insurance. Its a joke that for an individual you pay $300 a month to for a plan that covers NOTHING (including traditional office visits) until an outrageous deductible is met.

    7.Implement training procedures.. Learning and development - a recorded presenter flipping through an outdated deck is better than when I started, but does not prepare anyone for the tasks at hand. Invest in the training of good people, then invest in their retention. You can't blame people and hold them accountable for your failure in providing them the necessary tools to succeed at their position.

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO