Questions and Answers about CBRE

Here's what people have asked and answered about working for and interviewing at CBRE.

View all 94 questions about CBRE

What would you suggest CBRE management do to prevent others from leaving?

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18 answers

CBRE supports a culture where a few work hard and produce, while the majority are very lazy, and take all the credit for the work being performed by the few. It is no longer about what you know or your job performance, it is who's behind you kiss, how deep you can stick the knife in peers back, and how accurate you are about keeping your lies straight to get credit for skills you dont have and work you can't do. CBRE supports behavior that allows advancement of liars who step on the neck of the people have skills and actually work.

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CBRE need to help find employment within the company for workers who have been laid off due to reorganization.

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Provide the proper tools and PPE for the jobs. Train the employees for the jobs if they ask. Make the insurance a lot more affordable and allow the employee to chose who fills the prescription, why make me go to CVS?

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I’ve been with CBRE since 1997. I’ve been on an accyfor 6 months now I was recruited and lied to about everything. I never went to HR 20 yrs. I’ve been dealing with them now for 5 months about unethical nanager with no success. I can’t believe this is the company I’ve worked for for 21 years. Actually it isn’t the whole company. It’s the inexperienced managers and HR employees.

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Listin to what the employees are asking for within reasonable measures.try.to work with the employees that make CBRE management position possible and keep the company running smoothly.. a happy employee is a good employee.

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Dont lie to your employees about everything and dont hire people that put u down and scream and holler in your face. Next time it happens i will file harrassment charges

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Work on work life balance in the accounting division. Focus more on reporting accuracy than pumping out reports. Have better training on cbre forms and processes across all markets as to not have so many back and forth between field staff and coordinators.

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Bring back work-from-home policy for IT personnel (probably only applies to Dallas office).

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Get rid of incompetent managers

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Get rid of their micro managing managers and hire people who actually know the job

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