An organization that has it backwards - District Manager Public Storage Employee Review

Every publicly traded organization has three customers to prioritize: 1) the Wall Street customer (investors) 2) the external customer (those who purchase goods/services) and 3) the internal customer (the employee). Public storage has prioritized them in exactly that order. All questions, complaints, and concerns are looked at through a lens of "what will this do to the bottom line?" As a previous shareholder I can appreciate a focus on yielding returns and dividends, but as a former internal customer it was clear there was no balance in decision making. Front-line employees are paid minimum wage, or barely above, and asked to do unthinkable tasks due to the nature of the work. When asked why pay increases were so rare and unlikely, the response always referred back to Senior Leaderships approach that we can always "find more minimum wage people out there." As an internal employee that led front-line employees, you act as every department. You're required to lead R&M efforts, manage payroll, recruit vendors, handle customer escalations, manage IT issues, work with Legal department, manage operational projects, etc... There are NO SUPPORT PARTNERS to aid in any aspect of your job. Successful organizations have layers of support built in to support their most important customer: the internal one. Public Storage elects to remove those layers to reduce costs. There are no pay raises for any level of leadership. There is an annual offer of Restricted Stock Units that required 5 years minimum to vest and are consistently reducing in value due to the stock price falling. The work conditions are horrible and the environment is toxic for anyone with an executive maturity level seeking to grow their career. As a district manager your phone is never off. Minimum wage employees that realize they're not valued simply can't be reliable. District Managers are required to do the entry-level position at work as a Property Manager when the staffing model restricts payroll and resources. There were countless times where a peer or I had to work at a property and do our "day job" simultaneously. This is not a CAREER. This is a JOB that is designed to churn and burn when your best work is completed with promises of promotion that are not fulfilled.