Is $16/hr. a decent salary for a live-in District Manager that has 3 employees with 5 properties (each FM has 1 property but 1 FM has two-one property is remote)? The DM is also a FM for one of the said properties.
Mileage is compensated at the federal rate when the DM does site visits each month.
The other employees make $16.50-$17/hr.
My boyfriend is stuck at our storage facility, the power went out last night after a storm and he’s been there for about 14 hours. He called the owners last night and they told him to leave his truck and they’d get it fixed…. They still haven’t been there yet. There’s a side door but that is locked as well so he literally can’t leave. Now they’re not answering the phone and he needs to be to work in one hour.
Where are his options?
The entire gate lifts up after you put the code in (shown in the photo, sorry not the best artist) and he said he tried pressing a button that overrides the gate when he spoke with the owners but it didn’t work.
I got tired of digging through bins, so I started using QR labels that pull up an inventory on my phone. Curious what systems everyone else uses.
I received notice at the end of May, from my storage company that they are closing because another business is going into the building. Everyone needs to be out by July 15th. My 2 units are packed full by professional movers (and I mean packed)! I am a disabled senior and I can't move everything, it's impossible! Professional movers cost me a fortune and I can't afford to hire them again! The only benefit the company is offering is 2 free months at another one of their facilities, which is in the same city. I am also renting 2 other storage units (same company) much closer to me and given that I have to move my property it'd be nice to have my belongings closer to me, maybe I can call corporate??
I need some advice on moving units at Extra Space Storage. My mother in law rented a storage unit for my wife, and I at extra space storage to help us out until we got the money to move into a new place. She said she could rent it out for us until the end of june, which is when we were supposed to be getting a new place with much more space, but unfortunately, due to unforeseen circumstances, we were not able to move into a new place. And she's gonna be canceling the storage unit. I was going to take over paying for that unit but at the same time, it just so happens that our storage unit is going up in price by $50 more next month which I cannot afford to pay. I was thinking about going ahead and creating a new account on their app and moving all of our stuff into a new unit with a new renter price in the same building. Basically I wanna know if they see me doing this, are they gonna say something? Are they gonna tell me I can't do it? I know there's a bunch of cameras in the building, but I'm just trying to figure out. If I'll get in trouble if they see me doing it? Thanks in advance.
TLDR: Will extra space storage say something if I move from 1 unit to another in the same building?
We are currently on Storage Auctions, and switching to Cubby.
Cubby doesn't integrate with Storage Auctions, so looking at Bid13 vs Storage Treasures vs Locker Fox .
We have 10 sites located in GA, AL, and SC if that affects anything.
Thank you.
Extra Space Storage employee pay guide shows 10 cent raises, removed bonuses, and capped promotion raises
Extra Space Storage has a new internal compensation guide for managers that says it is not supposed to be distributed to employees. After reading it, I can see why. The compensation guide basically lays out how the company keeps employee pay low while calling it fair and competitive.
They say their goal is to pay at the 50th percentile. So not above market. Not competitive. Just below average. Then they say merit raises are not guaranteed and are not cost of living raises.
That explains a lot, because Extra Space Storage employees are getting 10 cent raises like that is supposed to mean something.
Extra space also removed bonuses, which took away one of the only ways we could actually make extra money. So the company cut the upside, kept the workload, and still wants to act like it values people.
The worst part is that the pay structure punishes loyalty and tenure. Their guide says managers should hire people below the midpoint of the pay range. The midpoint is supposed to be for someone who is experienced and fully knows the job, but the company still tells managers to aim under it.
Then when someone gets promoted, the recommended raise is only 8 to 10 percent. Which still falls below the midpoint.
So you can stay, learn the job, take more responsibility and move up, but they give no way to make more money! Stay loyal and you get boxed in, get promoted and you get capped, Work hard and maybe you get 10 cents, Hit the top of the pay range and they can stop giving you real raises.
This is using tenure against people. They want experienced employees, but they do not want to pay experienced employee wages. They want loyalty, but their pay structure makes leaving one of the only ways to get a real raise.
And of course the guide tells managers not to disclose other employees’ pay if it comes up. Because the whole thing works better when workers do not compare notes.
Companies already know what everyone makes. The only people they want kept in the dark are the employees.
What is your process on site selection? I've been using radius+ and tractIQ and they are helpful but how do you assemble this info?
Anything else to consider?
Hi yall i applied for storage post and did a questionaire and two or three video questions
I get a rejection email today. I have strong customer service skills, cash handling, POS system, retail experience as whole and I’m currently an ops manager at another job. I’m trying to think why I might have been rejected.
Investors - what would you say a storage unit making $350k NOI per year is worth that is fully hands off and managed by another company? The company charges ~$32k/year.
Obviously there are a lot of nuanced details like the location, charged versus market rent, occupancy rates, etc.
But if you had to give a ballpark range, what would it be?
The REITs do not care about your cost of living. They’ll raise customer rent because “market conditions” changed, but when employees ask for a cost of living raise, suddenly it’s all about budgets, merit cycles, approvals, and “that’s the max we can do.” A lot of us already know how this goes.
You ask for a raise, nothing happens. Maybe you’ll get 20 cents?
Go into Workday and look for “My Compensation Summary.” That is where you should be able to see things like your compensation grade, compensation grade profile, and pay zone. You may not see everything your district manager can see, but you can see enough to start asking better questions.
The big one is compa-ratio. Your compa-ratio is not shown on Workday, You have to calculate it yourself.
The formula is:
Compa-ratio = your current base pay / midpoint of your pay range
Then multiply by 100 if you want it as a percentage.
Example:
Your pay: $18.00
Midpoint for your role: $18.50
18.00 / 18.50 = 0.973
That means your compa-ratio is 97.3%.
So if your compa-ratio is under 100%, you are below the midpoint for your role.
That matters because the midpoint is basically what they consider the middle of the range for someone who is fully doing the job. Not brand new, not needing tons of training, just doing the job.
The pay range is basically:
Minimum = 75%
Midpoint = 100%
Maximum = 125%
So when they act like giving you a small raise is some huge favor, ask where you actually are in the range.
Are you under midpoint?
Are you barely above minimum?
There is also something called pay range penetration. That tells you where you are between the minimum and maximum.
Formula:
Pay range penetration = (your pay - range minimum) / (range maximum - range minimum) x 100
Example:
Your pay: $18.00
Range minimum: $13.87
Range maximum: $23.12
(18.00 - 13.87) / (23.12 - 13.87) x 100 = 44.6%
So even though $18 might sound okay on paper, in that example you are not even halfway through the pay range.
Also pay attention to zones. The zones are not cost of living zones. They are cost of labor zones. That means it is not based on what it actually costs you to live there. It is based on what the company thinks it has to pay people in that market.
The zone scale goes something like:
Zone A = 85%
Zone B = 90%
Zone C = 95%
Zone D = 100% national average
Zone E = 105%
Zone F = 110%
Zone G = 115%
Zone H = 120%
Zone I = 125%
Zone J = 130%
A lot of facilities are not even Zone D. Zone D is the national average. So if you are in Zone B, that means your pay line is 90% of the national average for that position.
That is wild when you think about it.
So when you talk to your district manager, ask specific questions.
What is my compensation grade?
What zone is my facility in?
What is the minimum, midpoint, and maximum for my role in this zone?
What is my compa-ratio?
Am I below midpoint?
If I am below midpoint, what is the plan to get me there?
If I am being promoted, why is my raise based on a capped percentage instead of the actual pay range for the new job?
Is there an exception process?
Who approves exceptions above the normal cap?
Because that is the part they do not want employees thinking about. A 10% raise sounds good until you realize you were underpaid to begin with. If you make $17 and get 10%, now you make $18.70, Cool. But if the midpoint for the role is $22, you are still underpaid. They just made it sound like they did something huge for you.
Same with promotions. A promotion should pay you for the new job. It should not just be your old underpaid wage plus whatever percentage they feel like approving.
And honestly, the way this industry is going, people need to wake up. The REITs are not building this around long term employees. They know a lot of us are just numbers on a spreadsheet. They are pushing more centralization, more automation, more remote management, more AI, fewer people doing more work. In 5 years, a lot of these companies are going to try to replace as much front line labor as they can with AI.
So use the information while you have it.
Go into Workday.
Look up My Compensation Summary.
Find your grade, profile, and zone.
Ask for the pay range.
Calculate your own compa-ratio.
Calculate your range penetration.
Then use those numbers when you talk to your district manager. You’ll generally get a fair raise
Learn the system, because they already know it.
/endrant