- Compensations is not acceptable. Annual 'raises' are conditional on exceptionally above expectation performance and never more than 4.5%. The performance threshold increased every year during my tenure, sometimes twice a year. If you want to make more than your base pay you must be an exceptional performer. While this was clear at the inception of my employment, the complexity and technical demands of the job have changed dramatically during that time. You won't see performance bonus gains until more than 3 months of consistent numbers. Gains are not applied retroactively. - Executive leadership is not clear and does not care about the team. I don't have room to list all the ways senior leadership has lost touch with employees, so here are top contenders: Location closures, separations, lack of egalitarian support across departments, inaccurate training, prioritizing bottom line over team size, and desire to preserve a +15% growth rate over team health. - At one time Custom Ink was a place to grow your career. In the last 3 years the company has hired more external candidates than internal candidates and lateral moves were universally offered new job titles and teams if you are willing to accept paycuts. - Environmental impact is not treated as a priority. While there's plenty of discussion, leadership instead supports individuals who are willing to volunteer but does not implement additional ideas or dedicate employee or leadership time to these initiatives. - Benefits are no longer competitive. Parental leave time is fmla minimum. There is flexibility in some roles but not all for hours and weekly changes. Multiple instances of bonus potential are not realized or reduced and cited as 'budgetary need' to keep low. When we are busy, leaders are asked to have people shift hours instead of taking time off.
