How I get treated after being the most helpful vendor and tenant...
Lack of Listening and Empathy
I know I'm speculating what could have been caught if the management had simply checked the license plate and name I gave them for the black SUV next to mine and since I was right, asked me how I knew, then if they listened I would have told them the story of how Chris Freeman's mother talked to me one time while I was finishing a detail and she has already been traumatized enough as it is due to an accident that was not her fault which I verified by looking it up with perplexity with what few details I had and all I found out was a state trooper was the one who responded to the accident. She told me about it and how she was in shock when it happened and also main piece of information is she had not been able to see her grand kids for the past few years but we had a great conversation where I listened and before she left for the therapy she was on her way to she said "I feel like I have already been to therapy" as a compliment to me being a good active listener to what she went thru. She aslo said her son worked at phil wright but he may have switched jobs.
One other possible case that should be looked into is the last apartment and job I was given which was whomever was in 817 14 because of their lock on the closet door and on the refrigerator, these things just seem odd as well as all the cheap flavored alcohol and sno-cone flavorings that were left in the apartment.
What I believe could have helped which has been lacking is community engagement and whoever has creative control of the apartments being redone likes pointing out rules that he himself doesn't adhere to, and has also been a little nosey when I was working as a painter and this text thread will verify that his sarcasm and talking badly about every other employee is toxic and if left unchecked will continue to spread like a virus. He, of course, didn't talk badly about them in text but while working with him for the 8 months (yes I kept on working for a mere 800$ minus 240$ a month for insurance totaling 560$ a month for 8 months)
Here's a link to the pdf version of the text thread of mine and the head of maintenance's conversation. (pay close attention to page 54 where the october texts are those are the one's screenshoted below) The Green highlighted portions are me being helpful, the red are the most important and the yellow are other instances of his critiques and in my life experience these types of people don't change just like my sister, if they talk badly about one or many then if gone unchecked it will only get worse. You can come to your own conclusions based on my facts and the text thread all by yourself.
I was given the "worst apartments that they had seen" and all of these apartments had nicknames like feret house, crap house, etc. and did the job and even some of the maintenance's jobs or things that were on their checklist not the painters, and the gratitude or appreciation I get from them simply stopping the jobs suddenly without a call, email, or text as to why which has made it difficult to move away because most places want proof of income to show your ability to pay. While in the background I get a lease renewal notice which I thought was just a month to month and was unaware my mother had called down to renew a lease on a property that is simply not grateful for the help that I gave them for free so if they treat someone as nice, polite and helpful like I am this way, you can imagine how they probably treat the other tenants, also in that past year my mother had ruined my credit by not keeping her word and paying off a school loan from 2021 that was 7,000$ that in 2024 started accruing late fee's and ruined my credit I worked hard that was at a 750. In what way would you say any person I've mentioned is being helpful or even trying to solve a problem? If you give up, it's because they all like to play the "BLAME" game. It's like playing ring around the rosie in kindergarten but it's adult just pointing anywhere to blame someone rather than just solving the problem. I love solving problems and I have 8 IT certifications and you can see here clearly that I know how to use technology like email effectively because it shows DATES and TIMES of all my attempts to communicate with management. One thing I looked up and fixed myself is the use of a dishwasher hose as a drain for the condenser on the a/c. You would think that an supposed HVAC certified maintenance person would have put the proper size tubing on it so it didn't make the gurgling sound that it used to before I fixed it to a larger size, which makes me wonder if the head of maintenance has an HVAC certification at all. Each of my certifications require the reading of a 500 page book or the schooling my mother still hasn't paid for that was instructor lead classes during 2020 and lasted 7 months and about 20 years worth of hands on computer knowledge which I can prove, for one, if I wasn't certified as an A+, Network +, Security +, and Server + technician by CompTIA I would get in trouble for using their logo's on my website bit.ly/Dov24.
Me and my aunt are supposedly the "problems" in our family but I say one of my more recent blog posts is pretty easy to understand for people who aren't as biased as my family has been against me, when honesty has gotten me nowhere I'm still sticking with it. I'm tired of not being heard, tired of only getting questions instead of answers to simple questions, I know people that have suffered abuse much worse than mine and that need help even more than I do because abusing your children even as adults should never be tolerated especially when a simple conversation or communication would have cleared up what I've had to bottle up for years. Some people think they are above the law and my father is no exception, choosing not to tell the officer that I called about this time last year about him busting down my door and pushing me around which led to hyperventilating and his omitting that fact and that it was the 2nd time that had happened that year is why I know he never valued honesty, only his social status and my sister is just like him where I am more like my mother if she hadn't been convinced of all the lies or ONLY HEARING ONE SIDE of the story. Just like with medical journals and clinical trials if you only see one side which publication bias leans toward only the positive trials and never even publishes all the negative clinical trials.
This happened around the middle of october 2024 also I had the painting done on the 1st of October so my job was done for two weeks before Jordan said there was bleed thru but I have proof there was no bleed thru although he did spill some cement sealer on the new floor and wiped it up with his sock. I bet you anything it was the flooring peoples handprints that he thought was bleed thru but I made the mistake of trusting his judgement, and if you see the pdf of the entire conversation you'll see why.
Here's what the feedback attachment says verbatim, if anyone see's where it says that I wanted him fired plz let me know :) :
Performance
Management
Implement Accountability Measures
The head of maintenance should be held accountable for adhering to the
established checklist. Introduce a performance review system that includes:
*Regular audits of completed work by different people each time due to each
person's perspective and expectations some things have gone unnoticed
Spot checks on apartments before they are cleared for rental
*Feedback from vendors and tenants
Set Clear Expectations
Clearly communicate job responsibilities and performance standards. This
should include:
Explicit instructions on following the checklist
Expectations for work quality and completion time
Consequences for non-compliance
Incentive Structure
Revise Compensation Model
Consider transitioning the head of maintenance from an hourly wage to a
performance-based pay structure:
Implement a base salary plus bonus system
Tie bonuses to specific performance metrics, such as checklist adherence and apartment readiness
Introduce penalties for incomplete or substandard work
Process Improvement
Streamline Workflows
Analyze the current maintenance process to identify inefficiencies:
Review task allocation between in-house staff and vendors
Identify redundancies or gaps in the workflow
Implement a digital maintenance management system to track tasks and
performance
Enhance Communication
Improve coordination between the head of maintenance and vendors:
*Schedule regular meetings to discuss ongoing projects and challenges
*Establish clear lines of communication for reporting issues or delays
Training and Development
Provide Skill Enhancement
Offer training opportunities to the head of maintenance:
Focus on time management and efficiency techniques
Provide leadership training to improve vendor management skills
Cross-Training
Encourage knowledge sharing between the head of
maintenance and vendors:
Organize workshops where vendors can share their expertise
Create opportunities for the head of maintenance to learn from vendor
practices
Vendor Management
Optimize Vendor Contracts
Review and adjust vendor agreements to ensure fair compensation and clear
expectations:
Define specific tasks and responsibilities
Implement performance-based incentives for vendors
Establish clear boundaries to prevent vendors from routinely performing the
head of maintenance's duties
By implementing these measures, the apartment complex can create a more
efficient, accountable, and motivated maintenance team. This approach addresses
the current performance issues while also setting up a system for long-term
success and improved apartment readiness
Document and Follow Up
Provide
written summaries of performance discussions
Clearly outline
any agreed-upon action items or improvement plans
Schedule
follow-up meetings to track progress on identified issues
*Maintain a Positive and Professional Tone
*Deliver
feedback in a respectful and constructive manner
**Focus on
improvement and problem-solving rather than blame
*Recognize and
reward good performance to motivate vendors
Foster Two-Way Communication
*Encourage
vendors to share their perspective on performance
*Ask for their
feedback on your organization and the partnership
*Create an open
dialogue to address challenges collaboratively
Be Specific and Constructive
*Give detailed,
actionable feedback rather than vague or generic comments
*Highlight
both strengths and areas for improvement
*Provide concrete
examples to illustrate performance issues or successes
Financial Incentives
Award Fees
Additional payments made to vendors when they meet or exceed specific
performance targets12
Can be based on objective or subjective measures
Incentive Fees
Targeted financial incentives tied to specific, achievable performance
outcomes
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