Workplace reviews and discussion: Super Micro Computer, Inc._美超微電腦股份有限公司
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The company gives out many small perks. Every other week, there are afternoon-tea snack boxes, drinks, and fruit left over from religious ceremonies. Each year, it gives out a gift, but they are all very difficult to get rid of! Past gifts have included frying pans, clothing, and branded briefcases, but all of these items have the company logo on them!
The American company is surprisingly very fond of religious ceremonies—American on the outside, Taiwanese at heart.
- The headquarters management is bureaucratic and rigid. When they return to Taiwan, they act more like feudal lords, swearing in the office, chatting with family members on the phone, and failing to distinguish between public and private matters! Headquarters managers cannot make decisions on their own and need others to provide opinions on everything.
- It was delisted after failing to submit its financial reports in the United States. There are many intercompany orders, which are used to make up the numbers.
- The boss emphasizes that the company is a Fortune 1000 company and should strive to become a Fortune 500 company. It is easy to paint a grand vision, but the stock has never been made available for employees to trade!
- A very poor internal culture. Forget cross-departmental collaboration—even cooperation within departments is difficult.
- Everything in the company is “Sara said” (Sara is the boss’s wife). Such a large company still relies on one person to make decisions, and people below her do not dare to make decisions themselves.
- There are currently more than 800 employees in Taiwan. The standard is 14 months’ pay, but the stock granted two years ago still cannot be traded! The restricted stock they say they will grant is best taken with a grain of salt—it is merely for show.
- For new hires in their first year, salary adjustments or bonuses are paid at half the usual amount, or there is no salary adjustment at all.
- They like sending Taiwanese employees to the United States for support, but do not like sending U.S. employees to Taiwan for support. Heavy or initial projects are all dumped on Taiwan.
- Mid-year bonuses are so small that employees barely notice them (this is the consensus among colleagues when chatting over meals).