Peter Lohmann's Podcast
00:42:11 · Peter Lohmann
[00:42:11] S1: Yeah. There's there's always tension when you talk about creative compensation. There's tension between complexity and sort of susceptibility to gaming or outside factors and simplicity. So the ideal compensation structure would be dead simple to understand by anybody, impossible to game, and directly correlated with the individual's performance. Right? That's essentially impossible. So everything we're doing is is trade offs off of that, like, perfect compensation arrangement. Where I've landed on all this, and you can tell me if you agree, is, like, for for most team members, so non leadership, you you... It has to be unbelievably basic and simple. And the the simpler, the better. So, obviously, they're making hourly or or salary. And then what we do is year end, there's a bonus, and it's it's it's like a single digit percent... Percentage of their base salary that they earned that year. So if they came in halfway through the year, then it would be half of, you know, a full time person making the same amount. And then it... It's like... And then I tweak it up or down a little bit just depending on their performance or their, yeah, their performance for that year. So let's just pretend it's 2% of their salary. If I think they did a great job that year, really carried their department or showed a lot of growth and and jumped in and solved some stuff for us. Maybe I bump it to 3% or two and a half percent. Or, usually, I won't go below, like, whatever our base is. And that's pretty much it because I think if you were to try and, like, introduce all these complicated structures, now you're having all these arguments about, like, well, you know, I saw you got a new car. Was that coming out of the net income for the company? Like, well, you know, just like you... You're immediately into the the weeds. So then on the leadership side, though, I think there's more room to be creative. Probably in a case by case basis, probably some type of profit sharing. I'm in favor of that over any type of equity. I think with equity, people, a, don't really understand it, b, are suspicious of how it's calculated, c, they're not... They don't they don't properly value it. So, like, if you were to grant somebody 5% of... 5% equity in your business, right, for for you, Adam, would be, like, an unbelievable, like, giveaway. Mhmm.
00:44:25 · Peter Lohmann
They would essentially value it at zero. I can just tell you that right now. Like, anyone who's not a business owner, they they assign no value to that. So if you were to ask them to buy into that, they would be shocked and offended, you know. And so just it's kinda apples and oranges when it comes to employees and business owners with equity. I think the closest we've come to that is, like, our... My compensation for years was tied to... As CEO was tied to revenue growth percent and profitability as a percent. And it was like a spreadsheet that was kinda like, you know, obviously, the higher the growth and the higher the margin, the more my bonus was as CEO. That was something my business partner and I agreed to. That worked well for us and has for many, many years. And so, I don't know. I I I admire people who wanna grant equity and stuff and and try and be really creative. Like, you always get into it when you're, like, trying to compensate salespeople. Like, you wanna come up with these complicated formulas of, like, okay. Well, if there's multiple units, then we do... It's multiple... There's a multiplier, but they have to stay for ninety days. But then if one of the properties turns out, we have to back that percent out. And you... Soon you're, like, you're you're so chasing your tail, and then then they're coming back. They're arguing with you about, like, well, this actually wasn't a qualified lead because we found out later, you know, so we shouldn't count against me. And Yeah. You know, they they messed up the onboarding, so it wasn't my fault.
00:45:56 · Adam Willis, Peter Lohmann
[00:45:56] S0: A 100%. We're we're in the middle of that right now. Yeah. Two two things. One, waiting till the end of the year to pay bonuses. I get it. I mean, that's when your fiscal year closes. That's when you are feeling generous because of the, you know, December, and, you know, that's just a a season of celebrating the wins and and abundance. Right? We do ours quarterly and... Because, you know, second quarter is hard. And so, we wanna acknowledge and compensate our team around that. The other thing was, like, there's some subjectivity to yours, you know, Peter, a little [00:46:28] S1: bit where it's like, well, you know, they [00:46:30] S0: really showed up for me this quarter. I'm like, what does... What the hell does that mean, Peter? [00:46:33] S1: I know. It's true. [00:46:34] S0: You're right. But but ours is the same. So I'm I'm with you. Our our bonus structure is 50% based of KPI performance. So, right, we have all these metrics. Are you doing your job well? Blah blah blah. 50% of our bonus based off of that. The other 25% is, like, peer review. So how are you showing up for your team members and your your supervisor? And so that's where it gets a little bit subjective is I'm sure they're all like, hey. I'll give you an a if you give me an a. Right? Like, duh. [00:47:01] S1: Horse trading.
00:47:01 · Peter Lohmann, Adam Willis
[00:47:01] S1: Horse trading. [00:47:02] S0: Yeah. Horse trading. And then the last one is, like, quarterly rocks. 25% of their bonus is based off quarterly rocks. So we've gotten really clear on, like, quantifying those are. Because those really can move the company forward, and we wanna compensate people for going above and beyond and doing their quarterly rocks well. [00:47:17] S1: Nothing will encourage you to identify as smart rock like compensation being tied to the completion of that rock. Very specific. [00:47:26] S0: Yeah. And they earn them. Sometimes they miss. And when they miss, they say, this is why you missed. Yeah. And that's uncomfortable. [00:47:33] S1: Yeah. I bet. Yep. Alright. So you had a great note here about AI AI empowered tenants. So we talk a lot about how empowered we are as businesses and business owners with AI. Tenants are coming back, you said, filing an unusual amount of small claims lawsuits about security deposit dispositions and complaints around fair housing. I know my team is dealing with this as well. Right. What do we do about this? [00:47:58] S0: It's it's so tricky because, I mean, AI, your chat, your Claude is like, Adam, you're so smart. Peter, you're so smart. I think, oh, that's a great idea. Telling that to everybody. [00:48:10] S1: It could be a serial killer, and they'll be like, yes. I love this plan.
00:48:10 · Peter Lohmann, Adam Willis
[00:48:10] S1: It could be a serial killer, and they'll be like, yes. I love this plan. [00:48:13] S0: Yeah. And and so we're we're running into that. There's... Well, like, we're double digits on the amount of fair housing lawsuits and the number of Yeah. Security We're winning them all. That's the problem. It's like, people are like, here we go. Like, we're suing you because you discriminated on x y z, and they're filing something with the, you know, labor division With no attorneys. Us. No. This is all pro se. [00:48:40] S1: This is all pro se. There's no ability to even get, like, you know, win their attorney's fees back or anything like... [00:48:45] S0: Oh. Yeah. No. And then security deposit disputes, we're... So we're double digits between both of security deposit disputes and small claims, and then also little hearings saying, hey. You're under investigation for discriminate. We're dealing neither of those. What to do about them? I don't know because it was like, AI can do so much for us, but, like, what is it doing to us as well? And I'm like, it's really creating a massive drain on our court system, but more importantly, myself, my team members, morale, just the trauma that you have to go through in order to settle these things, and just all the fact finding and going through and submitting everything to the courts just for them to say, hey, you guys are doing really great. There's nothing to see here. Like, that is a major problem for us. It's so bad.
00:48:45 · Adam Willis, Peter Lohmann
[00:48:45] S0: Oh. Yeah. No. And then security deposit disputes, we're... So we're double digits between both of security deposit disputes and small claims, and then also little hearings saying, hey. You're under investigation for discriminate. We're dealing neither of those. What to do about them? I don't know because it was like, AI can do so much for us, but, like, what is it doing to us as well? And I'm like, it's really creating a massive drain on our court system, but more importantly, myself, my team members, morale, just the trauma that you have to go through in order to settle these things, and just all the fact finding and going through and submitting everything to the courts just for them to say, hey, you guys are doing really great. There's nothing to see here. Like, that is a major problem for us. It's so bad. [00:49:33] S1: You ever hear your BDM or or just talking around the industry and someone will be like, yeah, man. Like, all the other companies, all I hear is, like, no one can ever get a hold of anyone there. Right? You ever hear that complaint? Hear it all the time. The older I get and the more longer I've been in this business, when someone says, yeah, x y z company, I can never get a hold of anyone over there. And I'm thinking to myself, yeah, I think I know why. Because the longer you've been in this business, the more you're like, let me make myself unavailable, uncontactable. Because the only thing that's coming through that other end of that phone or that email address is AI generated lawsuits and [00:50:18] S0: Yeah.