Delta Defense reviews

RESPONSE FROM OUR CHIEF PEOPLE OFFICER: Thank you for sharing this feedback with us and your years of service. We take every review seriously and genuinely see them as opportunities to learn and grow. As part of our commitment to transparency and open communication, I actually read this review verbatim to nearly 650 employees at our All-Company meeting last week. I did this in the spirit of leaning in, transparency, and vulnerability. You see, when we know better, we do better. And I want all employees at Delta to help us do better. In addition, there were a couple of elements of your review that others may have the same question or concern, so I wanted to address them directly. I understand that this review reflects your experience as a former employee. And if this was your experience, then we have failed. It makes me really sad to read this review, and it does not reflect the culture and employee experience we are striving for. I am committed to understanding as much as possible about the concerns in this review and would like to make the same offer to you as I did to all employees during our all-company meeting - I invite you to contact me directly to further discuss your concerns in a way that helps us be able to address them. And if I personally am the thing in HR that isn’t working, then I invite you to contact our President, Mike, directly to speak with him. We are both committed to receiving feedback openly and appropriately addressing concerns. There’s a lot in this review that we really can’t address effectively and productively via this forum, but I do want to address two specific points mentioned in the review. First, regarding our compensation practices. I’m not sure what your source of information is, but we absolutely, positively utilize market data on a national level, NOT the local Wisconsin market. That is not a lie in any way. This was a change following a comprehensive compensation review in 2021. Since then, we use the national average as our benchmark. We have two exceptions: field sales roles (where we use the applicable regional market data) and two roles that must be performed on-site in Wisconsin therefore, we recruit locally and benchmark against the local market. Those roles are in the fulfillment dept and the office administrator role at headquarters. Other compensation changes and market adjustment increases were implemented following that review in 2021. These adjustments reflect our dedication to offering fair and competitive pay to our employees. Second, we acknowledge the concerns about workplace culture and accountability. We want to assure both current and prospective employees that we do not shy away from difficult conversations, nor do we tolerate inappropriate behavior. We address problems head-on, in alignment with our core values. When issues are brought to our attention, we take immediate action, as demonstrated by past situations where accountability was enforced. Specifically, the situation referenced in your post was addressed within hours of HR becoming aware. As I shared with all employees last week, we need employees to not hide behind a fear of what might happen if they speak up; we need employees to think about the tragedy of what will/is happening if/when they don’t. We encourage open dialogue and urge our team members to share their concerns directly. Again, when we know better, we can do better. I am always open to honest feedback and am committed to maintaining a culture of integrity and respect. We value the input of all our employees and are dedicated to creating a positive work environment where everyone feels heard and respected. Not speaking up puts our culture and the future of this company at risk. If I don’t get the opportunity to speak with you directly, please know that I wish you well in the future and want to thank you for this post. Sharing has sparked what I believe is a gift of more employees coming forward to share their experiences and be a part of the solution.