One Big Popularity Contest - Operations Staff Spoonflower Employee Review

Thank you for your feedback. It sounds as if there is a lot that you are dissatisfied with, and I am sorry that is the case. Although it is difficult to work through all of your concerns online, there are a few areas I can address by providing factual information in response to the conclusions you are drawing. It is true that we are a Durham Living Wage employer and we are proud of our commitment in this area. Our goal in being a Durham Living Wage employer is not to suppress wages or avoid increases. We are proud supporters and adopters of this program because it enables an economy where employees are paid fairly and our community thrives. Floor Operations employees are actually not all paid the same wage. We spend a great deal of time and effort differentiating employee pay. We do this in several ways when we make compensation decisions. We always look at overall performance first. We do this through our performance management process, from peer reviews, from our own observations, from the results that are achieved by each employee and from the measure of impact on their team’s performance. In addition, we keep a sharp eye on both internal equity and market equity, making sure everyone is being paid fairly’. We do this in part through salary surveys. There is a lot that goes into compensation administration and I believe we make fair and equitable decisions overall. In addition, our performance review process results in actionable decisions and we review compensation tied to performance at least once a year. We have given merit increases consistently each year for the past 4 years during the annual review process and base them on the principles I described above. As you pointed out, we have other ways in which we recognize performance. One of those is through our CRAFT-E recognition process. This is a peer-driven nomination process and we typically get between 3 and 4 nominations each month. Our Steering Team (all department heads) votes on the nominees. There is a broad scope of voices giving input each month which I believe ensures an objective selection process. I understand and concede that it is hard to be transparent in a recognition process like this one. We have found that employees have the greatest job satisfaction and impact when they reach out to us with issues or concerns when they arise. This presents an immediate opportunity to be heard and allows employees and managers to work through those concerns or ideas together. I encourage you to talk with your manager about your thoughts. Thanks again for your feedback.