Great People - Production Supervisor InjectorsDirect.com Employee Review

Thank you for taking the time to share your feelings. As we stated in response to your prior review (which has mysteriously disappeared), we value each and every one of our team members and want to see them succeed as we believe that is a measure of our success as a whole. It is not a secret that we have high standards and value quality work, paying attention to details, reliability and dedication. We hold ourselves to these standards and have the same expectations for every member of our team. We believe that individuals who share these values find this to be a great place to work. Those who don’t value these things seem to quickly realize that working for our company may not be the best fit for them. The starting wages that we offer vary based on position and level of relevant experience. We research similar positions in our market and community and use that information to help guide our pay structure. Pay ranges and details of our robust suite of benefits are clearly advertised on our job postings, explained in interviews and detailed in offer letters to candidates. No one is forced to accept a position they feel overqualified for or that is below their desired salary. If a candidate does not like the pay and benefits we offer, we would encourage them to apply for another position that they feel may be a better fit, whether that is with our company or elsewhere. Our bonus pay structure is meant to promote good work ethic and reward the individual performance of each team member as well as the team as a whole. Our sales team members who show up to work and put forth solid effort or "energy" are rewarded by earning bonuses each month based on their performance as well as the performance of the team. The harder/smarter they work, the more they earn. That is fair. Team members who feel they shouldn't have to show up to work or put forth effort in order to earn a higher compensation are not likely to succeed with this pay structure. Unfortunately subsequent state and federal income taxes are out of our control. Our waiting period for full benefit activation is actually 60 days, which is relatively standard in our industry. It is always our goal to provide our team members with the training and resources necessary to succeed independently. We do not “monitor” those who are able to do their job independently and effectively. When things are not being done correctly in a position that is responsible for handling customer’s personal/payment information, then yes, team members must be monitored. This is part of running a business. Monitoring the performance of struggling and/or absentee team members and offering corrective instruction is good business practice. When needed, corrective instruction is always provided in person as well as in writing to ensure there is no opportunity for misunderstanding. We are certainly not perfect, but we work hard each day to improve our team, processes, and products. We are disappointed to hear that your time with us was unproductive, but based on your feedback, it seems like our values were drastically misaligned with yours. We wish you the best in finding an employer who shares your values.