Workplace reviews and discussion: 嘉里大榮物流股份有限公司

One of the company’s regional managers acts like an emperor, exploiting employees and constantly interfering in the affairs of the operating stations and branches! Later, it turns out that the policies are fundamentally wrong, yet all the blame is pushed onto the station and branch managers. Every one of them is furious but dares not speak up! What does the company need someone like this for?

He only knows how to use coercion, creating shortages of drivers and clerks. How many people left because of him? Chairman, do you know?

The company’s senior executives love parachuting people in from outside. Otherwise, they appoint people who only know how to flatter and have no ability. No wonder Kerry TJ Logistics has received so many negative reviews lately... None of the senior managers can accept criticism; they only like hearing praise and flattery. How is the company supposed to improve?

Whenever something goes wrong, they only blame lower-level managers. The point is that frontline staff are merely following orders! Those parachuted-in managers have never worked at the frontline, so how are they supposed to manage the entire company? They have nothing but theory~ and never assess whether it can actually be implemented.... Anyway, when the time comes, they can just demand that frontline staff write improvement reports! That is simply Kerry TJ Logistics’ attitude: if you don’t do it, it doesn’t matter—someone else will do it! They don’t recruit good talent, and the people who remain are all incompetent!

By the end, the people who have stayed long enough are the ones who get promoted....

The systems produced by the IT department alone are completely user-unfriendly. Other companies invest heavily for the sake of performance, while Kerry TJ Logistics does not spend the money—it deducts the cost from frontline employees.... Employees have no sense of belonging anymore, so how can there be any performance?

When frontline staff report customer problems, does headquarters actually deal with them? Headquarters always handles things only halfway and then complains about the lack of performance?

Customer service is even more outrageous: they merely pass the issue along and push it back to the operating station. Then why have a customer service department? Just abolish customer service and use the money to give frontline employees raises. Wouldn’t that be better?

Frontline managers already have more than enough to deal with just handling matters at the operating stations and branches, yet they are also expected to solicit business? Why not simply establish a sales department? The company does not share its profits with employees, so who would want to help you bring in business?

When business is needed, drivers cooperate with customers’ shipping schedules and return late, but then the center scolds them for not having departed on the first run. When the center is congested, it blames the operating stations and branches for not having sent out the last run yet?

No matter what happens, the center always has something to say. When shipments are lost or items are missing, does the center bear no responsibility? Are the operating stations and branches expected to shoulder it all?

Have these senior managers, who earn so much money, ever thought about these issues?

If you want better performance, the company should first review its own problems. How are you going to improve service quality...? Even if we find many more customers for you, what use is attracting more customers if senior management refuses to reflect internally?

Anyway, Kerry TJ Logistics is completely a bureaucratic organization!!

It is just like the Republic of China Armed Forces—bureaucratic!!

For some of the company’s policies, I cannot even tell whether they genuinely help the stations and branches or are intended to benefit vendors.

Everyone at this company wants to work hard and strive for its success, but with senior management treating frontline staff this way, Kerry TJ Logistics will sooner or later face a serious turnover problem.... Stop refusing to face these issues. When all of your veteran drivers retire, investigate for yourself and see how many young drivers there are.

Also, what exactly is the point of transferring people between stations and branches? Customers that took so much effort to cultivate are lost as soon as a new manager takes over. What performance are you talking about? It’s laughable.

If someone disagrees with a transfer, you find ways to pressure them into leaving. They have families to support too—do you managers understand that?