The previous two reviews are already very detailed and can be referred to.

Adding to what the previous two people mentioned~

Regarding the overseas travel notification form, it has to be signed off by all supervisors, so they will know where you are going on vacation. If someone is staying abroad for a longer period, a supervisor will privately message them and ask them to buy cigarettes to bring back. In reality, the store staff are the ones working in the store, and the people who actually have to deal with the hard work are the store employees. Having to help carry those items, taking up their allowance and luggage space, really makes it feel not worthwhile.

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The store proxy system is really ridiculous—it is basically the acting position when the store manager is on leave. There is no position allowance; they only draw a rosy picture and tell you that you will have priority for promotion when a new store opens. The stores being opened now are all in places with poor business prospects. Becoming a store manager there just means working yourself to death chasing sales targets. I really wonder whether they assessed anything before opening these stores, or whether they just opened them and left the consequences to the stores, as if they had nothing to do with headquarters. (The locations are also decided by headquarters.)

Then, some store managers take responsibility themselves when it comes to the proxy, while others leave everything to the proxy to handle. People really do imitate what they see, and unfortunately, they learn all the wrong things.

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The company’s policies are only good for reference.

In practice, it is basically as if there were no policies at all—there are two different standards for everything. If you unfortunately get asked about an event and do not know about it, you will be considered careless. On the other hand, when headquarters staff come to help during the anniversary celebration, they may not have taken Apple’s training courses but still explain things to customers. When the information is wrong, the stores are the ones who suffer in the end. They do not apologize for their mistakes and act as if nothing happened.

For tasks that stores are required to do, such as listing the items on Black Cat shipping forms, every store obediently fills them out even when busy. Headquarters just says it is too busy shipping to fill them out. What kind of standard is that?

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Regarding sales-performance adjustments:

Basically, conscientious regional managers will tell headquarters that the targets are difficult to meet, but in the end they are just patted on the head and told to hold on a little longer and that things will be changed later. After hearing this for so long, the stores cannot be bothered to raise the issue anymore. The system is bizarre.

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After the store managers’ meetings, everyone goes out to eat with the supervisors.

In practice, it is not really a reward for employees—they just drink. If you do not drink, it is genuinely painful to go; you just want it to end so you can leave as soon as possible. Oh, and meetings or training sessions are always arranged at very short notice. Even after the schedules have been finalized, they keep having to be changed.

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At better stores, everyone helps one another with sales.

At worse stores, it all depends on each individual’s ability.

In the end, it is very difficult to earn bonuses.

You just have to get used to the cliques.

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Human resources, finance, general affairs, and IT are all handled by the side of Fayaque, so it is difficult to get immediate help, and their attitudes are terrible. Asking questions is like owing them money. In short, the parent and subsidiary companies push work back and forth because of their friction, while the well-paid do-nothing positions just collect high salaries every month.

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The employment contract states that, depending on job requirements, you may be transferred to work at an affiliated company. It also does not specify the job duties or salary; everything is communicated verbally. As a result, the job scope is very vague—it can be a lot or very little. HR is very afraid of accidents and will not violate the Labor Standards Act, but if there is an impact or concern, you may still be quietly pushed out. Previously, very few of the people who went over to Fayaque managed to stay on.