In Order Operations, a significant portion of your work is tied directly to performance. If you aren't able to meet your quotas, your pay will not be what you expect. And it's not as though each order you handle is the same with the same degree of work required. While one order might take 5 minutes, the next might take a few hours. In EPA, the values of the various order difficulties are staggered so it's certainly better than them being of equal value but it's still problematic.
Additionally, there is no system set up for annual raises, at least not based on company loyalty or seniority. Instead, there are Stride Increases, which are only available annually and are based on performance and accuracy. These increases can be particularly difficult to achieve and are barely in keeping with inflation.
Recently, the company had it's first $1 million dollar day. To celebrate, we're there bonuses? No. Instead, the CEO went around and handed out Hershey's bars with a little printed note thanking us for helping to achieve that milestone. I found it to be insulting and patronizing.
CustomInk is a company that is doing incredibly well in a short period. They are not passing that success onto their employees, at least not in my department.
