Topic: I Really, Really Need Some Input Here!!!!!!!

I am new to evaluating apartment managers and did my first evaluation in my new position of area manager over a very small, but growing portfolio a few weeks ago.

I sent it to the owner, how is my supervisor, for review 2 weeks ago and I've heard nothing back. The manager has been employed for a year and is expecting a raise in the hourly rate.

We have NO 1. paid holidays; 2. no insurance; 3. no benefits at all. We don't work, we don't get paid.

There are bonuses for move-ins and renewals $50/$25 and a promise of a year-end bonus this year (not last year).

So, yesterday the owner told me there would be no increase in the hourly rate, but possibly a year-end bonus.

Now, here is where I have a problem with that:

We both started our positions at the same time and did not know what we were getting into. Two "C" properties totaling 100 units. Poor previous management, criminals, deferred maintenance, we've been through 7 maintenance techs, bodily harm threatened, you name it. Bed bugs, death of a hoarder, mentally handicapped resident with a pit bull dog that bit a kid. I could write a book.

We have decreased delinquency down to 2% on both properties, raised rent by thousands of dollars. There has been a lot of turnover, of course and occupancy has dropped, but on the way back up.

I don't know what to say to the manager. I need help cushioning the blow. And I know it will be huge!!

Help!!!!!

Honestly, it sounds like you have a pretty good employee there to be dealing with that with that environment on a daily basis without getting few to no perks. On the flip side, if they were truly seasoned they would have shopped the properties before accepting the position to know what they would be getting into in the first place. That being said you can be straight with her, maybe take her to lunch and tell her that she may qualify for a end of the year bonus but at this time the Owners cannot give an increase, but you might want to have an honest reason as to why.

I would try going back to the Owner and get that answer before you speak to this employee. If you want to retain this person then you need to justify the decline for a bump in pay. Maybe there is a justifiable reason for it and being honest could be best. She's stuck it out this long, if your honest and the Owner is truthful and stands behind his word she might stick around to get that bonus. Who knows the Owner may change their tune and give the employee the raise they deserve.

Good Luck!

What was said or "promised" during the interview? Too many Owners will say something generic, such as, "We do reward our employees based on revenue generated (NOI)" and sometimes other arbitrary criteria. Then, when it comes time for the "reward" either nothing is said or the Owner may say, "Well, although you tried, we just are not in the position to offer you an increase. But we can review this issue again in a couple of months, or next quarter." Bleh. Translation: you ain't getting anything more. It is certainly a carrot to keep someone there doing the job while they reap no other benefit except for their earned paycheck. I cry "Foul!" So, I ask you, what do you want to say to her? IF you think the Owner really will give her something, tell her what I just quoted hoping she will stay and continue to do her job. You could, as an Area Manager, reward her perhaps with a day off here and there, send her flowers every so often, come work her property with her so she has someone to bounce ideas off of, write her a pep-thank you note, bring her lunch, buy her tickets to a community event, ball game ... I mean, maybe showing her you care like that would go a longer way than a token raise would.

Was she promised a raise, was it alluded to indirectly yet strongly or did she just go on the assumption that it would happen? Also, was this the same manager that you were giving a poor review to? Hopefully it's not. Family businesses are so different than corporate managed in that there is little structure in place and it can change on a whim. Can you ask him why he won't give a raise or is that question off limits. We took a huge hit on some inherited properties. While they were throwing off money there was a new tax assessment of about 250,000 each. youch!

I think your going to have a hard time keeping what seems to be a dedicated manager. The problem here is trust and loyalty. If your in a position of leadership, letting manager's know what the owner wants and expects and the rewards and compensation for getting there, your situation affects you or it should, just as much as your manager. The manager worked hard, gave you and the owner what you ask for and now its time for the rewards and compensation that you told her would be there. It doesn't matter what you say or where you take them to lunch, you and the owner just lost trust and loyalty from what was a dedicated manager. Stand up to your owner and make them be accountable. If they won't or can't do that, I would consider looking for another job. I guarantee that manager will be.