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We appreciate you taking the time to share your experience with us. In your last paragraph, you state that it’s difficult to get a job in today’s job market and that you have no choice but to stay until something better comes up. I point this out because the difficulty of getting a position in today’s job market is a direct reflection of today’s economy that Sequoia is operating under. The changes we made last year are a reflection of the difficult decisions we have had to make due to the economy.
Although we have had to make adjustments in when it’s appropriate to close the business (when the property is performing) or keep the business open (when the property occupancy, and therefore profitability, is suffering, for example), most of the benefits you noted are still available to our team members. This includes paid holidays like Martin Luther King, Jr. Day, Juneteenth, and President’s Day and the four additional “Rest & Recharge” paid days based on property performance.
In your role as a Community Manager with 10 years with Sequoia, you mention that you do not feel there is room for growth due to Sequoia being a small company only located in California. I would like to point out that we also have properties in Nevada, Oregon, Washington, and Colorado, offering transfer and promotion opportunities for those open to relocation. Additionally, a majority of our Leadership Team, including the President and four of seven Regional Portfolio Managers, were promoted internally from site based roles such as Concierge or Leasing Consultant.
We have also continued to enhance benefits this year by introducing life insurance coverage for all employees, providing a Visa Card for copays and deductibles up to $11,000 (dependent on coverage), and updating quarterly bonuses to pay at a higher bonus potential and more frequently on a monthly basis. We get that in this economy, you need your money faster. We are also continuing annual increases, training programs, a Diversity Task Force, purpose days, and housing discounts up to 50% off, to name a few.
You have some great feedback and Community Managers definitely have a say in staffing and compensation. What’s important is sharing that feedback with your Regional Manager and Human Resources. We have always partnered with our Community Managers and I’m sorry to hear that didn’t happen for you. I encourage you to give me a call or send me an email to discuss further. -Enrica Suson, Vice President of Human Resources
