In the Nangang Software Park, there are lots of places to browse downstairs.
The company provides lunch vouchers, although the employee meals aren't particularly tasty.
After working for six months, you get three days of paid leave.
It makes your résumé look a little better.
Having the right supervisor is very important.
Our supervisor was probably parachuted in; they lack even the basic professional knowledge that the department should have.
They only give orders. Even when a report is clearly the supervisor's responsibility, they tell subordinates to do it.
Because of the extra work caused by them, subordinates work overtime every day, while they happily leave as soon as working hours are over.
They even ask why everyone is leaving so late. (Endless eye-rolls.)
The key point is that they are very good at managing upward, so the senior managers all think they are an excellent supervisor. (Cough...)
Putting the supervisor aside, the company started bringing in consultants last year and launched a bunch of projects that only look good on the surface.
The department is understaffed, yet the supervisor keeps taking on new projects. The only ones who suffer are the young people at the bottom.
The old-timers push everything they can far away from themselves.
If the company doesn't make an effort to understand why so many people have left this year,
it can just wait to keep going downhill.
Instead of focusing on cost-cutting all day, it would be better to properly adjust how employees are treated.
As for benefits, the only real advantage is probably that the year-end bonus is somewhat generous; pay raises are very small.
At my first performance review, they said outright that there is an unspoken rule: during your first two years, no matter how well you perform, they won't give you a very high performance rating.
Overtime pay technically exists, but the important thing is that you have to apply for it in advance, and your big boss has to approve it. (Whether they approve it really depends on the department.)