Workplace reviews and discussion: 敬鵬工業股份有限公司

In 2014, when I was at Chih Peng, I reported 40 hours of overtime, but in reality I was constantly made to stay until 10 or 11 p.m. If you didn’t stay that late, your supervisor or senior colleagues would even say that you weren’t serious about learning. There was no systematic training, or they simply didn’t want to teach. They claimed that turnover was high, so they couldn’t be bothered to train people—after all, anyone they trained would just leave. In reality, this was a vicious cycle in which they deliberately didn’t train people and drove them away. I don’t know whether the managers were powerless or simply letting things deteriorate. Either way, they just kept desperately hiring newcomers to fill the gaps. The automotive board business is profitable and stable, so the company won’t collapse even if it keeps operating this way. Besides, those old-timers complain constantly but don’t have the guts to leave this company—what would they know how to do besides automotive boards after leaving? If the boss happens to see this, I suggest first cutting the performance bonuses and year-end bonuses of current employees with more than 10 years of seniority in half. Let me tell you, aside from throwing their weight around at the company, those old-timers don’t have the nerve to leave.