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jse:sss
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https://www.glassdoor.com?employer_id=1037380
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May 23rd, 2023 12:00AM
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Open
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Open
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Stor-Age Self Storage
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Operations Manager
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Stor-Age
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Allows you to be responsible for all operations at your branch. Valuable experience in company asset management
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Working on weekends and public holidays
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1.0
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POSITIVE
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1.0
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POSITIVE
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0.0
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5.0
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1.0
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4.0
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5.0
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5.0
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4.0
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4.0
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1037380
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Open
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0.0
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[]
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REGULAR
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No
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Yes
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0.0
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Open
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May 25th, 2023 04:22PM
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May 25th, 2023 04:22PM
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Stor-Age Self Storage
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jse:sss
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https://www.glassdoor.com?employer_id=1037380
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Dec 28th, 2020 12:00AM
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Open
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Open
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Stor-Age Self Storage
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Accountant
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Edgemead
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Good people
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Great people, and share price options
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Lack of growth opportunities due to flat structure
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0.0
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3.0
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3.0
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2.0
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3.0
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2.0
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3.0
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3.0
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1037380
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Open
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0.0
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[]
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REGULAR
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No
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No
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1.0
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Jan 7th, 2021 03:35PM
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Jul 1st, 2021 09:22PM
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Stor-Age Self Storage
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jse:sss
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https://www.glassdoor.com?employer_id=1037380
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Oct 9th, 2020 12:00AM
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Open
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Open
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Stor-Age Self Storage
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Accountant
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Cape Town
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Good for experience
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Exposure to many aspects of the business
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Salary /benefits are not consistent
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0.0
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NEUTRAL
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0.0
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3.0
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3.0
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3.0
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4.0
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1.0
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3.0
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2.0
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1037380
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Open
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0.0
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[]
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REGULAR
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No
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No
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0.0
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Nov 3rd, 2020 02:35PM
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Jul 1st, 2021 09:22PM
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Stor-Age Self Storage
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jse:sss
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https://www.glassdoor.com?employer_id=1037380
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Jan 10th, 2019 12:00AM
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Open
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Open
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Stor-Age Self Storage
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Stor-age
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Good company, solid service and nice and busy.
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Cannot advance. Many senior roles taken by friends and family of owner's
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-1.0
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NEGATIVE
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0.0
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NEUTRAL
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0.0
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3.0
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2.0
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2.0
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2.0
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3.0
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3.0
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0.0
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1037380
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Open
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N/A
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0.0
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[]
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No
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Yes
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0.0
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Jan 11th, 2019 12:50PM
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Jul 1st, 2021 09:22PM
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Stor-Age Self Storage
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jse:sss
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https://www.glassdoor.com?employer_id=1037380
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May 22nd, 2016 12:00AM
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Open
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Open
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Stor-Age Self Storage
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Operations Manager
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This is a family business turned big company is doing really well.
The directors and 90% of the higher ups at head-office are wonderful people and are enjoyable.
They try there best to make things fun at the conferences.
Its not uncommon to receive a call from the CEO to find out how you are.
Standards are very high, effort is only awarded with verbal recognition.
The Directors are great!
The GM and the Manager of the Call Center are the some of the best people you are likely to meet.
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Nepotism is demoralizing. Jobs that could go the way of lower ranking talent ends up with in-laws, cousin-in-laws, wife's, nephews. The family members are great people but this trend is noticed by staff and is discouraging.
You are expected to be available 24 hours a day for the facility. You will burn out if you work at a busy facility.
Every store level marketing suggestion you have will be shot down and substituted by a comparably expensive, BBQ or Meat themed promotion. These promotions will not lead to any extra business. This process will be repeated.
-Head office peers with a sense of superiority.
This is limited to just an individual in Marketing and one in HR. If you are cope with
1)uninvited life-coaching/ advice on all matters despite your own level of know-how and experience
or
2)can understand English that drips with condescension if you need a refresher course on Shift rosters, you should be OK. These bad apples wont ruin the bunch, but it will test your patience.
Annual Increases are beyond discouraging.
You will stay in a position longer than you had in mind, you will do it out of loyalty to your managers or because that promotion you have been promised keeps getting pushed back couple months at a time, until you eventually realize you are chasing a carrot on a stick.
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1.0
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POSITIVE
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1.0
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POSITIVE
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0.0
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3.0
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1.0
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2.0
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1.0
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2.0
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4.0
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0.0
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1037380
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Open
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-Make each branch internally competitive for sales commissions if you want to sell more units.
-Operations Managers should be in a collar and tie if they are to be taken seriously by tenants.
When there is a problem and it gets escalated on a store level to an ops manger(OM),who is wearing the same outfit as the entry level staff, Disgruntled customers often fail to consider the OM to be a authoritative sympathetic ear.
A collar and tie OM does the following:
1) Gives the OM more visual credibility when handling a sensitive situations, helping screen what issues need to be escalated. (It assists in validating authority)
2) If tenants took OM seriously it would buy time for Area Managers(AM) who take unnecessary calls from tenants.
3) Gives a Tenant the impression that they have access to an accountable company representative onsite, that can handle an issue without being passed around to head office.
4) Makes the operations manager feel valued and like the bridge between branch and corporate.
5)Adds an extra step of authority to the process. Saving calls that could end at AM rather then going to the General manager.
Gap in training standards
- The days spent learning marketing strategy big picture can be learnt in a handout that can be read at home or even tested later on if necessary. Ops staff are not practically involved in marketing and suggestions are systematically rejected. This is time better spent going over operational requirements.
- Objection handling training
Needs to be taught by someone other than the head of marketing. He has little hands on sales experience, is aggressively opinionated and dismisses anyone's prior training or experience. Suggestions are challenged without considering their merit and quickly moved passed so he can hear himself speak more.
- Disgruntled customer training needs to redirect its purpose.
Often if a new Ops person is managing a scenario well, The facilitator from marketing will hop in and dominate a fumbling newbie, until he has succeeded at destroying all budding confidence. He clearly has a short list airtight rehearsed complaints, that are unchallengeable, his rendition is executed with inappropriately aggressively posture and it only serves to deflate the trainee,what purpose does this serve? Being right is incredibly important to the facilitator/ head of marketing.
Incorporate a list of real examples, when they happened and under what context they occurred.
-Culture of finger- pointing and the fear of taking responsibility.
Often Ops staff get chewed out without head office having the full story. Newbie has a bad audit, its automatically treated like negligence and a dressing down will ensue.
-Customer complaints are disciplined without context.
As a result, from the area manager down people are afraid to take responsibility. The hot potato blame game ensues and often takes away from time better spent working. When a client has been irrational / mistaken and staff have been disciplined unnecessarily time needs to be spent to rectify this error.
- Discipline first ask questions later will only add to staff turn over and the shifting of blame. Especially if unfair accusations are not dealt with.
- Training take home tests
Do a pretend audit with Joe Soap and John Smith type details
Be tested on a shift roster
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0.0
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[]
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No
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No
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0.0
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Apr 4th, 2018 02:14PM
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Jul 1st, 2021 09:22PM
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Stor-Age Self Storage
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|
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jse:sss
|
https://www.glassdoor.com?employer_id=1037380
|
Aug 1st, 2015 12:00AM
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Open
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Open
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Stor-Age Self Storage
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Senior Operations Manager
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Bloemfontein
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Great Company
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Good working environment, company looks well after their staff and customers. Good oportunity for growth and promotions within the company.
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Hours, we work public holidays and Saturday, although only 9-12. Also working 9-6 is not always great,but on the other hand we do also work 7.30-4.30
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1.0
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POSITIVE
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1.0
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POSITIVE
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|
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0.0
|
5.0
|
3.0
|
4.0
|
5.0
|
4.0
|
4.0
|
0.0
|
1037380
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Open
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N/A
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0.0
|
[]
|
REGULAR
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No
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Yes
|
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4.0
|
|
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Apr 4th, 2018 02:14PM
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Jul 1st, 2021 09:22PM
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Stor-Age Self Storage
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