Great company to work - Accounting Clerk Concert Properties Employee Review

Has good benefits and perks. Work-life balance is good; plenty of office gatherings, has hybrid work available. Flexibility is okay, everything is at the manager's discretion. Many colleagues are friendly and helpful.

Little to no growth opportunities. I feel that annual reviews are stagnant - salary adjustments or performance raises are small with no room for discussion. Many issues lie with management and senior leadership who preach communication and collaboration but do not follow it themselves. Lack of cross-department collaboration leads to one department dictating all processes yet do not follow it themselves. I feel that strategic business updates are rarely shared transparently with lower-level staff and then when they occur, the transition periods are characterized by confusion and sudden priority tasks. Lack of training for new managers leading to poor team coordination, low morale, and no real support. Abrupt process changes are often band-aids/quick fixes and does not address the root of the issues.

Concert offers excellent flexibility and employee perks. The flexible schedule was one of the things I appreciated most and was genuinely helpful in maintaining work-life balance. Most colleagues I worked with were polite, friendly, supportive, and willing to help whenever needed. Overall company culture and employee environment felt positive, and I truly enjoyed many aspects of my experience there.

There were some significant concerns around support processes and leadership that made the experience challenging. Payroll was one of the biggest issues I experienced. When I raised concerns regarding payroll discrepancies or questions, discussions were often moved to phone calls rather than written communication. I was frequently told that “everything is correct” by Ms O - despite providing examples and documentation showing ongoing issues. In my cases, more than 3 times, concerns were only revisited after I involved my manager. Even then, investigations often took a very long time — ranging from approximately 2 months to as long as 8 months to determine what happened. The company also has an HR Case process through Dayforce, which initially seemed like a good escalation channel. However, concerns related to payroll felt as though they were addressed lightly and closed quickly without a clear escalation path or visibility into higher-level review. Leadership experience may vary depending on your team. In my experience, a new AP leadership created challenges around communication, planning, and process understanding. There were situations where concerns raised by team members did not feel fully addressed, workflow issues remained unresolved despite repeated feedback, and accountability often felt unclear. This contributed to avoidable stress during transition periods and made process improvements difficult to implement.