The following pros and cons of the work represent only one business group and do not apply to other business groups within the company.

(1) Punctual working hours; employees are not unreasonably or unjustifiably required to work overtime.

(2) “Young” managers are good at communication (“senior-level” executives are excluded).

(3) The work team has a harmonious atmosphere, and colleagues help and cooperate with one another (cross-departmental teams are excluded).

(1) The monthly salary is paid in two installments, and if the payday falls during a long holiday, payment is delayed by one day (employees must sign a waiver because there have been complaints about this in the past).

(Note: The salary is categorized as “general wages” and “bonus,” but actual bonuses are given a separate category.)

(2) Except for technical and administrative personnel, most employees are required to meet performance targets. Even PMs must meet performance targets. Employees are evaluated entirely based on the quality of their performance. However, PMs cannot approach customers themselves because doing so would take sales credit away from sales staff; they can only do so through revenue-sharing arrangements or online forms.

(3) The employee turnover rate is relatively high (one or two people per month). New employees are constantly joining, but experienced employees are also constantly leaving. Those seeking a pay raise must stay for at least three to four years before having an opportunity for promotion, and they must achieve the performance results set by the company before they can request a raise from senior management.

(4) Although one position is discussed during the interview, employees may actually be required to provide support or be transferred directly to another position depending on staffing needs. This may mean that their original expertise does not match the new position, and they eventually leave quietly after realizing they cannot handle the work.

(5) A certain “senior-level” executive always views subordinates (including frontline managers) solely from their own perspective. Although they often say verbally that “employees should be treated as the company’s capital,” they also frequently let the truth slip, saying things like, “A’s performance this month is such-and-such,” or “B’s performance this month is too poor.” In reality, employees are treated merely as assets: under the company’s system, those who do not perform well will naturally leave.

(6) A certain “senior-level” executive will bypass frontline managers and directly “instruct” employees. However, this can cause strategies previously developed with their managers to be changed, creating uncertainty in their work. After receiving such “instruction,” employees are left with a “Black person questioning.jpg” expression.