Workplace reviews and discussion: 歐比斯有限公司

1. Every case offers room for discussion and freedom:

As creative professionals, every case is like a blank sheet of paper to us.

The company deserves recognition for allowing cross-level discussions and providing unrestricted space for creativity.

2. Colleagues get along harmoniously:

Since most of them are long-term employees, the topics of conversation are quite simple: food, drinks, and fun.

Even if there is office politics, it is very limited. There are often gatherings and activities to participate in on weekdays and holidays.

3. The bosses provide attentive guidance:

When the company has newcomers, the bosses are willing to give them opportunities, and as long as you are willing to learn, they openly share their knowledge and guidance.

Their patience is worthy of recognition.

1. Payday is often delayed:

Simply put, friends who have used ATMs should know that transfers and bill payments made after 3:30 are generally processed as being made the next day.

It is like when a client asks you to submit work before the end of the day—how could that mean before your end of the day?! It definitely means before the client’s end of the day.

Who cares whether you finish work at 2 a.m. or 6 a.m.? Submitting after the client’s end of the day is late submission. That is common sense.

If employees can be given grand-sounding excuses, then under a responsibility-based system, can employees also finish their work and go home or skip coming to the office while still receiving full pay?

2. The two business units often have friction with each other:

If a company has two or more business units, it should establish correct core values from the bosses down to the employees.

If the weaker side constantly hears statements such as “Our XX department is the one supporting you” or “You don’t generate value or make money,” and so on,

then, besides damaging their dignity, employees will also begin to doubt their own unit and work, which will in turn be reflected in their performance.

3. The bosses come to work too late yet judge employees’ value based on time:

Basically, whether the company bosses come to work is not something employees can comment on.

However, it is unacceptable if they judge employees’ performance based on the bosses’ own working hours.

For example, if a colleague spends normal working hours washing xx or playing xx and only starts writing xx after the boss arrives at the office at 2 p.m.,

then the boss may think that employee is particularly diligent and hardworking and promote and give them a raise. Other colleagues will see this and simply conclude:

“Working hard is useless. I might as well take freelance work or find a side job—after all, the boss can’t see it.”

4. The bosses occupy the highest professional positions, creating an invisible glass ceiling:

An ambitious employee certainly wants to receive rewards for their hard work, and there are two forms of reward:

promotion and a raise. Usually, it starts with a promotion, but ultimately, no one becomes a creative director, design director, programming director, planning director, sales director… any kind of director.

You know what I mean~

Summary for management:

For an ordinary person to reach a senior position, apart from being Lien Chan’s son, the best way is to start from the grassroots level:

staff member > section chief > assistant manager > manager > vice president > director > general manager, or something along those lines.

Every level has issues that must be faced, and management subjects such as managing upward, downward, horizontally, and emotionally are compulsory.

If someone suddenly jumps directly from section chief to chairman one day, the whole system becomes chaotic—the management system gets thrown into disarray.

[The reason people are difficult to manage is that you have never managed people.] The “people” here also include yourself.

An administrative manager manages people, while a professional manager manages work; neither can be lacking.

If an administrative manager only manages work, it becomes a nonprofessional leader leading professionals.

If a professional manager manages people, emotional leadership and unfair resource allocation may result.

Unless someone is naturally driven by money and power and is willing to master both areas,

or is one of those Silicon Valley geniuses you admire, with millions of people willing to follow them,

otherwise things will end up as they are now: explain A and B argues back; defend B and a new C appears…

In addition, top management should not publicly respond to this kind of issue on social media or make statements that expose their emotions.

Writing a 20,000-word PR statement for employees is less effective than spending 20,000 on a PR dinner for them.

After all, this is not an elected presidency; public opinion is not the most important thing. Please do better, okay?

Summary for employees/former employees:

The company belongs to the boss, so it can become whatever they want. At most, we are just helping out by working a job.

Many absurd and socially disconnected things are best treated as something to laugh at and move on from.

If you are unhappy or see no prospects, do not continue being blindly accommodating—just leave directly, as I did.

If you are willing to stay while continuing to complain, you should first reflect on yourself.

Try increasing your value and soar to new heights!