Workplace reviews and discussion: 宜得利家居股份有限公司

Overall, the work policies are clearly established, and the basic salary provisions are better than those required by the Labor Standards Act.

(Although complying with the law should be a given, considering how many exploitative bosses there are, let's count full compliance with the Labor Standards Act as one of the advantages!)

At present, promotions within the company are actually relatively easy. The starting salary is generally around NT$27,000, depending on how you join the company and the position you apply for. If you become a full-time employee after working part-time, the salary is relatively low. There is no performance pressure.

Bonuses are paid every six months. The amount depends on your performance evaluation and the type of contract you signed. General-track employees, who can be transferred nationwide, naturally receive larger bonuses, while regional-track employees automatically receive half as much. However, the actual bonus is still determined by the supervisor's performance evaluation.

Although the salary is not particularly generous, the compensation is relatively good for a service-industry job at the beginning of one's career. There is also a fair amount of time off, and overtime must be paid whenever it is worked.

Although the basic salary is fairly decent, in recent years the company has made major cuts to personnel expenses, making it very difficult for salaries to increase. This has also led to a continuing shortage of warehouse staff.

The allowance for entry-level supervisors at ordinary stores is very small, but once someone takes on a supervisory position, the workload immediately doubles. At understaffed stores, ordinary entry-level employees end up acting as supervisors, taking on more work without receiving additional pay. In recent years, vacancies have often been left unfilled, with the company asking employees to endure the difficulties together; this went on for nearly a year. The staffing shortage has become increasingly serious, and the company has even simplified new-employee training, leaving newcomers with completely insufficient basic knowledge.

Basically, store employees have a very heavy workload. Some administrative departments at headquarters even dump unnecessary tasks on the stores for their own convenience, so store employees now have to handle far more than they did in the early days.

Moreover, most department managers lack communication skills, meaning that frontline workers in stores often have to repeat tasks. Supervisors, including store managers and above, hardly communicate at all and simply gloss over problems to maintain the appearance of peace. As a result, the workload for entry-level employees has become increasingly heavy. Combined with the prolonged staffing shortage, the workload for experienced frontline employees has become even more burdensome. Supervisors also often disregard the rules and undermine frontline employees when dealing with unreasonable customer demands. In the long run, many experienced employees have left in large numbers, yet the company shows no sign of self-reflection and always uses the excuse that turnover is naturally high in the service industry.

Basically, the worst aspect of this job is that senior management is seriously lacking in communication, the administrative departments have no understanding of how the stores operate, and middle management spends all day glossing over problems and creating the false impression that everything is fine at the frontline level.

There is basically nothing wrong with the company's systems, but the incompetence and inaction of those in power are what make this company a poor place to work.

If you want to live a stable, uneventful life here, that is actually possible. However, if you want to take your work seriously and gain a sense of accomplishment, please think carefully.