Plagued by favoritism, gossip, ‘Case Cliques’, and Supervisor Toxic Vultures
Pros
None come to my mind.
Cons
The Case Culture is plagued by favoritism, gossip, and ‘Case Cliques’. The supervisors create a toxic environment on-site by gaslighting their employees instead of connecting fact-based experiences and fail to utilize reasonable problem-solving skills. The supervisors use unnecessary microaggression to manage their community portfolios, juggle their employees like a circus ring, and utilize undue judgement resulting in poor decisions and promotions prompted by favoritism. The Case greed has intensified over the years, resulting in the bonuses that are meant for the leasing agents being cut in half (half or all the vendor bonuses now line corporates’ pockets or the incentives have been removed completely). Unfortunately, upper management still utilizes these bonuses to incentivize new hires and as a manipulation tactic for current employees. It is insulting to the employees that live paycheck to paycheck to take away a bonus just to benefit the corporate profit margin. If you are considered a “stronger” employee than your co-workers, you will be taken advantage of by upper management. You will be expected to carry the dead weight of your manager because they are often absent/lazy or promoted prematurely. The HR department is beholden to prioritize the managers’ and supervisors’ interests instead of protecting the employees. If you disrupt the power balance currently in place by presenting your concerns to the managers, supervisors, or HR department expect to experience retaliation, sabotage, or punitive punishment from your supervisor. Retaliation occurs when an employer punishes an employee for engaging in a legally protected activity. The supervisors orchestrate property moves to retaliate against employees and will “shift your job” to another property to protect the manager, or themselves, at all costs. When upper management feels challenged, be prepared for counterattacks from your supervisor that include but are not limited to; intimidation tactics, circular conversations that deviate from the points at hand, insults that include phrases such as “you need to learn business maturity”, (a distasteful comment coming from a supervisor that lacks tact and a college degree in business management.) It was offensive because I have done the work to obtain a college degree in marketing/business. This supervisor at the time was embarrassingly trying to cover her own mistakes from her upper supervisors and the VP while trying to put me down in the process and make herself shine. Therefore, sticking up for yourself will result in abrupt property moves, lack of promotions, and low annual raises ($00.30 after 11+ years of service). The HR department fails the employees by ignoring a toxic culture perpetrated by the supervisors and then will have your supervisor address the ‘confidential’ complaint, even when requested otherwise. Case & Assoc. supervisors acknowledge the hemorrhaging of quality employees and encourage the managers to retain employees, yet the supervisors do not lead by example and make no changes to retain quality employees, nor do they care to try to create a less hostile and less toxic work environment.