RealPage reviews

Thank you for your post. There is an old adage that people gravitate to what they know and like to do. Sounds like you have some good ideas on how to manage the database. You might want to do a matrix of pros and cons on your suggestions on how to implement new ways of work. A developmental supervisor should be able to pick up on your innovation. I will pass these comments on to the IT team. There are some very solid players on that team and you advice is sound. Sincerely, Kurt Twining

Thank you for you post. I can tell that you have given this great thought and truly care about the company. In fact, I am going to take your post and share it with the leadership team. A couple of thoughts on compensation, employee surveys, etc. Yes, we can find elements of salary compression in RealPage and every significant company in America. It doesn't feel good if you believe you are on the shorter end of the pay scale. There will always be some paid higher or lower than the incumbent. What we are working towards is getting all competent employees who demonstrated consistent performance to the the midpoint of the pay grade. Top performers overtime can go beyond that point. There are times in a very tight recruiting environment that salaries of new hires are elevated. When that happens every manager needs to step back and rank order their employees at review time and ask themselves who is bringing the most value to the game and then give increases accordingly. Your point on backfills and being to valuable to let go is very valid and especially in a growth company, when the bench is constantly stretched. We are making a concerted effort to allow people to move forward. That is what they have earned. In fact we have just hired a new VP of Organizational Development who starts on Jan 4th and one of her jobs is to manage exactly this for the entire company. Another point to note is that 70% of promotions come from within. Your point on hiring more quality BA, QA and Dev positions is spot on and is in the budget for 2016. One of my mantras is for 2016 is the quality of a Dev Person should be the same no matter what country you reside in. It needs to be a one to one relationship. We can and will do this. The point on engagement surveys needs some additional clarification. We take these survey's very seriously. In fact we rank managers based on their favorability scores. Mike Southwell's team is tracking the process of every department monthly for every manager who scored below 60% overall favorable. It goes into their performance reviews. Very few managers fall into that category two years in a row. In fact some de-select. We want and need engaged employees at every level. You took a lot of time to write your post. I look it as "feedback is a gift" and if you were not engaged and cared you would not have bothered. I have read it over twice, there is more in your note that needs to be discussed and it will be at the senior level. I want to thank you again for this post. Together, we have a chance to make RealPage and even better place to work. Sincerely Kurt Twining