At Granite Properties, Inc., 99 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 115 employee surveys, with a 90% confidence level and a margin of error of ± 3.63. It was published on Jul 10, 2018. 8211 Visitors

What Employees Say

I am offered training or development to further myself professionally.
100%
 
I'm proud to tell others I work here.
99%
 
When I look at what we accomplish, I feel a sense of pride.
99%
 
Our facilities contribute to a good working environment.
99%
 
I feel good about the ways we contribute to the community.
99%
 

What They Do

We asked Granite Properties, Inc. to explain what they do. Here is what they had to say.

We are a privately held commercial real estate investment and management company with 150 team members and offices located across the Southern U.S. We focus our expertise, business approach and financial resources on adding value to our people, investments and communities.

About this Company

Website: www.graniteprop.com Industry: Real Estate
US Headquarters: Plano, Texas, 75024 US Sites: 28
Major Locations: Los Angeles, California; Dallas, Texas; Houston, Texas; Atlanta, Georgia; Denver, Colorado US Employees: 149
US Revenues: $228.1 million Worldwide Revenues: $228.1 million
Corporate Structure: Private Founded: 1991

During the holidays, a group of Graniteers can be found working the phone bank at the Radiothon for Children's Medical. We always have so much fun at this event!

Perks and Programs

We asked Granite Properties, Inc. to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Transparency and Accessibility: Open, honest communication is a defining characteristic of Granite’s culture. Our CEO conducts semiannual brown bag meetings in person in each of our cities. Although these are sometimes question-and-answer session, team members sometimes make suggestions that our CEO will act on if he feels it has benefit. He also shares company updates and financials with all employees at the quarterly company meetings. Managers also conduct skip-level lunches at least twice per year to ensure they are staying connected to their indirect reports on a regular basis. Team members at all levels have one-on-one, bi-weekly meetings with their direct managers. We view these meetings as opportunities for the team members to lead the meeting, in that the employee creates the agenda and structure.
  • Helping Hands Program: The Helping Hands Program was established to help our employees in times of need. Often these needs result from a significant medical event within their immediate family, a spouse's loss of work, the death of an immediate family member, fire or flood that damages an employee's home, or other devastating event. Helping Hands is made up of both payroll advances (up to $1,000 annual with three months to pay back the loan) and up to 40 hours of additional PTO for emergency situations. In addition, Granite offers up to five days of bereavement leave and up to 90 days of unpaid personal leave within a 12-month period. Granite cares deeply for its employees and strives to make their unplanned time away from work as stress-free as possible.
  • Granite Leadership University: Granite Leadership University (GLU) is our tool for linking our organization's strategies and culture to employee learning and development. We use a corporate university philosophy to centralize, manage, and align business and professional education, personal development, and core workplace instruction with organizational strategies. We recently took feedback from employees about integrating and ingraining our culture for new employees and create the “Granite Core” classes that are mandatory for each new hire. Once per quarter, classes on ownership mentality, managerial courage, managing to strengths, crucial conversations, and a session focused solely on the Granite values are offered. As new hires begin their employment, they begin the Granite Core sessions and systematically complete each of the courses with the first 18 months of employment.
  • Employee Reimbursement Programs: Granite’s wellness reimbursements provide employees with up to $500 per calendar year for health club dues, fitness classes, etc. Of the $500, up to $250 can be used for weight loss programs such as Weight Watchers or Jenny Craig. In addition, up to $100 of the $500 can be used for a fitness tracking device such as a Fitbit or an Apple Watch. Granite also reimburses employees up to $100 per calendar year for approved smoking cessation expenses. Granite’s business equipment plan reimburses employees up to $1,000 every two years for the purchase of business-related equipment for their homes, including computers, accessories, software, iPads, and mobile phones. Granite’s education reimbursement provides up to $2,000 per calendar year for courses that related to an employee’s present job or to prepare for advancement.
  • Flexible Work Environment: Granite recognizes the increasing importance of flexible work arrangements in maintaining a diverse and high-performing workforce. In response to feedback about work/life integration, each employee is encouraged to work with his/her manager to determine a schedule that fits their personal and business needs as much as possible. They can create a combination of telework arrangements (whether working from home or from another Granite location) and flexible work hours to meet their personal and professional demands. We put very few restrictions on our flexible work environment, other than no 100% telework and no compressed workweeks. We feel imposing these guidelines helps to maintain our collaborative culture.
  • Community Invovement/Charity Fee Reimbursement: Granite employees can receive reimbursement for up to $50 per event to participate in runs, walks, and rides for non-profit charities. The maximum amount of reimbursement is $250 per year. Granite gives employees up to 40 hours per year to use towards volunteering at any non-profit organization. In addition, Granite matches dollar for dollar, charitable donations up to a maximum of $250 per year. Community involvement work is so important to Granite that we implemented a program that recognizes employees when they hit milestone hours of community involvement: 100, 250, 500, 1,000, and 5,000. Employees are recognized at our quarterly company meetings and presented with a glass base that builds with each milestone they hit.
  • Dress For Your Day: Born from feedback from employees, Granite’s recently-implemented dress code is flexible, based on the type of work required of each employee on a day to day basis. Some days it might make sense for the employee to wear smart business casual attire because of meetings with clients and other days the employee might decide to wear jeans because there are no important meetings on the books. The opportunity to dress from more casual to less casual based on the day has resulted in a happier, more engaged workforce. In addition, we relax the dress code even more during the summer to allow walking shorts and nice sandals. All employees are encouraged to use good judgement to determine whether attire is work appropriate.
  • LEAD Program: The Leadership Education and Development (LEAD) Program is a year-long internal program that provides participants with growth opportunities so they can become more well-rounded professionals and greater contributors to the organization. Employees have to apply to the program, and five participants are selected annually. A Program Coach from the Management Committee serves as a mentor to participants and participates in all of the program activities, provides guidance to participants, and coordinates all activities. Participants are committed to two days per quarter of meetings over a 12-month period, and they tour our regional markets to get exposure to other Graniteers and gain a more enterprise-wide view of the organization. They also work on various leadership projects and will participate in strategic planning.
  • Summer Hours: During the months between Memorial Day and Labor Day, Granite allows employees to take extra time off without a reduction in pay. Team members get a paid four hour block of time each week to accommodate the changes in families' schedules. These four hours are usually taken on Friday afternoons, but can be taken at any time during the week with manager approval. The hours have to be used during the corresponding week and cannot be carried over to combine with another week's hours. The four hour block does not contribute to overtime calculations. Our experience with summer hours has shown that our people appreciate the paid time off, are highly engaged, and have not allowed this schedule to interfere with the business needs.
  • Employee Recognition: Granite has many ways to recognize our people for their commitment, hard work, and going the extra mile. Each year, we celebrate Employee Appreciation Week, which includes five days of dressing up, free food, and fun activities. Employees who go above and beyond their day jobs to help others can be nominated for Extra Degree Awards and receive a gift card ranging between $25 and $200. At the end of each year we also recognize overall awards recipients: Living the Purpose is one winner in the company who exemplifies Granite’s purpose, and one Exceeding Expectations award winner is selected in each of our five cities. These awards are presented each year at the company holiday celebration.

COMPENSATION BY THE NUMBERS

100% Match of employee’s 401(k)/403b contribution up to 6% of salary85% Company-paid health coverage for employees
85% Company-paid health coverage for dependents 85% Company-paid health coverage for part-timers
30 hours Weekly hours required for part-timers to receive health insurance
Our Graniteers love to build things! When we broke ground on our newest building in Granite Park (Plano, TX), a group of employees came to help!

WORK-LIFE BALANCE BY THE NUMBERS

15 days Paid time off after one year of full-time employment 12 days Paid time off after one year of part-time employment
15 days Paid sick days after one year of full-time employment 12 days Paid sick days after one year of part-time employment
1 weeks Paid sabbatical after 15 year(s) of employment 15 Days Paid time off as of first day of full-time employment
12 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (100% use it)
  • Telecommute option (100% use it)
  • Job sharing (5% use it)
  • Subsidized On- or Off-site Fitness (100% have access)
  • Onsite Amenities (fruit delivery massages concierge shuttle to area restaurants in some locations flu shots wellness fairs car wash gas fill-up)

FAMILY CARE BY THE NUMBERS

50 days Job-protected maternity leave (including FMLA/STD) 35 days Fully-paid maternity leave (does not include personal vacation or paid time off)
35 days Average length of maternity leave new mothers take20 days Job-protected paternity leave (including FMLA)
20 days Fully-paid paternity leave (does not include personal vacation or paid time off)10 days Average length of paternity leave new fathers take
20 days Job-protected parental leave for adoptive parents (including FMLA)20 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are not required to use all their personal paid time off before taking parental leave. Not all employees are eligible for parental leave benefits.

FAMILY CARE PROGRAMS

  • Lactation room(s)
  • Paid sick leave to care for a child or relative

HEALTH INSURANCE COVERS

  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
  • Fertility treatments

Community and Environmental Impact

40 hours Paid time off to volunteer $366,910 Philanthropic donations in last year
$3,420 Total company-matched employee donations in last year Director, Property Management Leads environmental impact team
10 LEED certified building(s) Yes Sustainable commuting program
Yes Renewable energy program Yes Recycling program
Yes Locally-sourced food program

Diversity

  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Non-birth parents in same-sex relationships can take parental leave

Leadership Diversity

 

Workforce Diversity

 
I scream, you scream, we all scream for ice cream! During our National Ice Cream Day celebration, Graniteers transformed the breakroom into a 50's style diner. Can you spot our very own

DEMOGRAPHICS

 
We truly enjoy our fellow Graniteers! Here, we sailed the high seas on a catamaran to celebrate our property management employees gathering together for their annual meeting.

How to Get Hired

We asked Granite Properties, Inc. for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

Prospective Granite employees are skilled in relationship-building (an important part of serving our internal and external customers), willing to listen to others' opinions (we have a very collaborative culture), and be open to proposing and accepting change because we are always looking for ways to improve as a company.  In addition, candidates for Granite are people with integrity, drive, motivation, and passion to serve.  They are knowledge-seeking and team oriented. 

What can prospective employees do to get your attention?

Granite's interest is always peaked when candidates are curious to learn about our culture - and strive to exemplify it in their own way throughout the interview process.  We take our time to find the right candidate for each role, which leads to a longer than usual recruiting process.  Prospective candidates will make themselves stand out by proactively building relationships with each person they meet and staying in touch with every individual.  The culture of hospitality our property management employees live every day is alive and well throughout the company.

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

Granite is always willing to review resumes of individuals who would be a great fit for the company's culture.  Property Operations tends to have the greatest number of job openings, so employees with property management or building engineer experience in any of the cities in which we operate are welcome to contact us.

What should interested candidates do to find out more and get started?

Granite's open positions are posted on our website - www.graniteprop.com/careers.  Prospective employees can review our job openings and contact Human Resources with their resumes by email resumes@graniteprop.com.  

hiring Outlook

15 Forecasted positions to fill in coming year -10% Job Growth
13 Average applicants per opening 250 Total job applicants
5% New hires by employee referrals 12% Voluntary turnover for full-time employees
25% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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