Most colleagues are very NICE. That is the only advantage.

It is very important to follow the right supervisor—you may be able to advance with them.

Below, I’m providing everyone with a very objective perspective.

1. Clarify the salary structure in person.

Your monthly salary is made up of your base salary + meal allowance + perfect-attendance bonus + performance bonus……etc.

Therefore, which branch you work at is very important.

At a small store, you may be the only person, so all the sales count toward you.

At a large store, there are usually two to three people, so the sales are naturally divided.

P.S. Of course, it is also possible for a large store to have excellent sales and a small store to have very poor sales…

But when sales performance is ultimately calculated, they will not allocate it according to the proportion of time you worked at a large or small store.

So it is entirely up to the supervisor’s discretion whether they decide to criticize you.

They do not care whether you spent more time at a large or small store; if overall sales decline, they can deduct your "performance bonus."

But what if your sales grow!? Sorry, there are no other rewards—you are simply expected to do so.

Of course, supervisors have the authority to apply for additional bonuses for you.

P.S. You normally need to perform extremely well… maintain stable sales… work yourself to the bone~~ constantly work overtime, overtime, overtime~

If you have no complaints, they will think you are a very valuable employee^^

2. Company announcements are communicated entirely verbally and through LINE.

Although Wanda is the industry leader, in theory, a large company should have a better system.

But many things are passed on through supervisors.

If your supervisor forgets to pass something on, you will miss the information.

If you report it to a senior manager, you will effectively be harming your supervisor.

So should you report it?

There are some announcements that frontline store employees will never know about.

3. Store inventory counts

If you already have the ability to manage a store,

pay attention to the store’s inventory.

If there is a large discrepancy during an inventory count, you will be required to pay for it.

Any inventory surplus is simply considered what you should have achieved.

4. Promising unrealistic benefits

The company keeps brainwashing you, saying that it is about to go public and list its shares, and explaining how far preparations have progressed~~~ There is a very good chance it will go public this year.

Everyone, secure your positions! Once it goes public, there will be many, many benefits!!

It sounds good, but who will actually benefit from the listing!? Frontline employees shouldn’t even think about it…

The company is already making huge profits, yet it does not provide you with any benefits (no holiday bonuses or year-end bonuses… do you really think it will give you any after listing?)

Later, if you work extremely, extremely hard and get promoted to store manager… you need to be prepared to have only 4–6 days off per month.

The key point is that there is no overtime pay! Working 12 hours a day is normal.

Even on those 4–6 days off, you need to remain available on LINE as usual.

Because the boss may contact you at any time, and if something happens at the store, you can forget about resting.

X ten-thousand dollars a month… is that a lot!?

The company is indeed the industry leader, but it is always talking about going public and asking you to endure it… So why doesn’t it share profits with high-performing employees now?

Don’t you think the turnover rate is very high? Go take a look at the employees who have left and see whether they were really “strawberries” or genuinely capable employees.

Or perhaps they were kicked out simply because their ideas did not align (this is not a problem with the company itself, but with certain people…)

5. Sales performance system

There is effectively no sales performance system at all.

A normal sales job should certainly have a basic performance-based system,

but this company has none whatsoever.

Whether you make 200,000, 300,000, or 400,000, you receive the same amount.

If you make 200,000, they will lecture you a little.

If you make 400,000, they will verbally tell you that you did a great job! You may have an opportunity for promotion next time~~ The company is going public~~ You have a great opportunity and position.

P.S. Of course, those who believe it stay, and those who do not leave.

Finally,

protect your basic rights…

I have never been able to accept that positions above management trainee do not receive overtime pay. What kind of rule is that?

You give management trainees a little extra pay, then expect them to work overtime and sacrifice themselves for you…

Would capable people really be that foolish?

Or is this a competition to see who can endure the most?

In the end, they are not selecting the most outstanding talent;

they are selecting the talent with the highest level of compliance!