Associa – Fort Worth, TX
Manage the leave administration process for varying types of leave to include but not limited to: FMLA (full and intermittent), Pregnancy Disability… Glassdoor
Associa – Fort Worth, TX
Develop strategic communication plans for company initiatives, projects, and programs Ensures that internal communications are consistent and that… Glassdoor
Associa – Fort Worth, TX
Manages a structured communication approach and methodology for the people side of change caused by projects and change efforts Creates, manages… Glassdoor
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I worked at Associa full-time for less than a yearPros
Close to Arapaho DART station. The best coworkers and people you will find. Everyone truly cares for each other and disagrees with upper management as a whole unit.Cons
First, I would like to state that I am only donating my time to write this to help my former coworkers in hope that upper-management will change the awful treatment they are giving their employees and to deter the waste of good accounting professionals might take if they pursue a career at Associa.
1. There is no need to have group leads and supervisors in the GL department, because upper-management will not "empower" (a word they like to use) the leads/supervisors or give them the ability to even make relatively minor decisions. These leads and supervisors are instructed to micromanage and babysit their staff. The fault or blame cannot be placed on this level of management for any of the problems associated with management, except for one exclusion (the supervisor who received a promotion from an inexperienced, incompetent Staff Accountant 1 all the way to supervisor in only 2 months time). Upper-management does a great job of hiding his flaws and lack of knowledge to the people who do not need to know. Please management, grade one of his financial reports. It will be a comedy show in itself.
2. All employees put in countless hours of overtime a month by working 8-7 the first two weeks of the month, which overtime is to be expected in this field. But make sure you don't leave at 6:57 or lightening might strike you on your way out the building. The bell must ring for dismissal. Story: During my time of working 8-7 one day a few coworkers and I were leaving for lunch and walked by my boss on the way out. We made eye contact and he made it very obvious when he took a quick glance at his watch (to keep track of our hour lunch). Boss-man, don't worry about my hour lunch when I am working 11 hours a day for you.
3. This happy go lucky attitude upper-management displays is a joke! "Living the dream!" "Come on down!" "Go live green" This attitude you display is not helping the morale in your most important department in the building. Find another way to help the low morale because this isn't working.
4. Don't try taking 3 hours of time off for personal reasons during your 11 hour work day because it won't be approved by upper-management because remember... your direct supervisors don't have the power to make any sort of decisions.
5. I always had a decent-to-great relationship with all of management and all of my coworkers. We were told by the head of the accounting department that there is an "open door policy" and to talk to her about anything at anytime. Well with the fear she instilled on everyone (even lower management had fear!!!) I can tell you this is a bunch of talk. I was one of the couple employees who did try to use the open door policy but after a few times of doing so my boss said, "It's come to a point where your voice doesn't mean anything anymore." Point proven, next...
6-8. The director of this building must realize that there are different cultures in the building. I hate to say it, but there are those who code invoices, type in information to a computer & other simple/repetitive positions and the other culture of experienced financial/accounting professionals. A building like this is not meant to be run the same in every department or use the words "fair or equal." Would you rather be more relaxed with those who are careered professionals and maybe have more guidelines in place elsewhere just to make sure a crucial GL department is happy and has a low turnover rate??? Simple answer to me just open your eyes and unplug your ears management (upper-management I mean).
9. Stop telling your employees what they want to hear to have them only find out later you fed them a bunch of lies. For example: promotions, raises, time off and much more.
10. Stop holding out. Stop the secrets. Upper-management you're already inexperienced in supervision and employee management you're just presenting yourself to look even more amateur.
11. Place trust in your professional employees. Take away the Vision 20/20 Holy Commandments before you lose your good ones.
By the way, the only reason I gave this 2 out of 5 stars instead of 1 is because my direct supervisors and coworkers were some of the best people you could be around. They are with 10 out of 5 stars and I do hope they see improvement in the department soon, but I advise future Associa staff accountants to keep searching until you see better reviews on this site.Advice to ManagementAdvice
There's an old saying that best suits this place, "Wake up and smell the roses."Doesn't RecommendNegative OutlookDisapproves of CEO