Workplace reviews and discussion: 立信電子科技有限公司

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Originally Yili Technology, Yili Semiconductor, it was later acquired by the mainland Chinese company Lida Xun Optoelectronics Group.

It was later renamed Lixin Electronics.

In terms of its organizational makeup, it is a startup, but it lacks the vitality and healthy communication that a startup should have.

It is more like a company struggling to survive in the cracks.

The company currently has no profitable products; they are all still in the product development stage.

The outlook is worrying, for several reasons:

1. The company culture and atmosphere are poor! During meetings, PMs or certain engineers may be berated by name.

2. Senior management is short-sighted and lacks professional competence. They can only rely on pressuring, scolding, and threatening engineers to produce results.

3. Schedules are measured in days. Ordinary companies measure them in weeks, which is less stressful. It is common to see supervisors and PMs asking engineers to complete things within one or two days.

Sometimes they are asked to complete them within a few hours.

4. The turnover rate is very high. Quite a few people leave after only working for a few months.

5. The professional abilities of senior managers are not particularly strong. They use arguments that are inconsistent with professional principles to pressure engineers into producing something. Simply put, it is “make it happen,” regardless of how difficult it is, while they rarely offer advice from a professional perspective.

6. Most of the time at work is very tense. Senior management says they do not want everyone to work overtime, but the workload assigned is sometimes difficult to complete without overtime. It is very clear that the higher the salary, the greater the responsibility.

7. The turnover rate among frontline supervisors is high. This year, one team has already changed supervisors several times and has even been without a supervisor. Although supervisors help shoulder pressure from senior management, their ability to lead people is questionable.

Remember! If a supervisor fails to lead subordinates properly, the subordinates—not the supervisor—will ultimately bear the responsibility.

8. The company was established less than two years ago. Most engineers work here with a short-term mindset, and overall loyalty is not high. The basic mindset is: once you have gained some experience, you can leave as soon as a better opportunity comes along. Several groups of employees have already been replaced since the company was founded.

Most employees have only been with the company for a few months. Many are waiting until they have accumulated enough seniority, found a good opportunity, or reached a breaking point before leaving. If you join, be mentally prepared to take on the debts left by those who came before you—for example, being asked to produce in two or three months a product that originally required half a year.

9. There is no overtime pay. You may apply for compensatory leave, but the overtime must exceed two hours.

10. Constant changes in direction are very common. Engineers are routinely switched back and forth between different tasks, and inconsistent standards for work objectives or progress from one point in time to another are normal.

11. When giving reports, it is also normal for an unprofessional supervisor and a professional engineer to say the exact same thing but have different interpretations and standards.

Its stability is no better than that of a larger company with a stronger organizational foundation.

Its vitality, relaxed atmosphere, and innovative environment are no better than those of a startup.

Its resources and name recognition are limited.

Its benefits are no better than those of a foreign company.

If you cannot find another suitable job, do not force yourself to join, because you may not last more than a few months.