Workplace reviews and discussion: 亞馬遜環球行銷股份有限公司

01- The work content matched my personal interests

02- My colleagues at the time were very easy to get along with (I don't know about now)

03- The company's internal program used for work

(It was Chinese, but I personally thought it was well designed and also helped with work management)

04- I accumulated a large body of work and many skills at the time, which are still very useful to me today

05- Meetings involved presenting the day's work content (I personally think this was a major plus)

01- The company lacks many well-established systems and policies, such as:

(1) The requirement to apply for overtime was not proactively communicated to employees at the outset,

and there really was an atmosphere in which people were afraid to apply for overtime because they feared being hassled by their supervisors.

Especially when your second-level supervisors are working overtime for free, would you dare apply?

Because senior managers themselves work during their personal time and frequently promote this practice,

I personally feel that this trend should not be encouraged. After all, it affects new employees' rights and willingness to apply for overtime.

I have also actually heard a supervisor say, “You have to apply for overtime even for 30 minutes??”

(2) The company does not proactively provide stationery.

Colleagues from different departments have discussed privately

that some items clearly needed for work must instead be purchased personally (such as calculators).

(3) There is no transparent rewards or promotion system, and salary bonuses are neither transparent nor clearly explained.

There are also various bad practices and workplace problems that will leave you stunned.

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02- Senior managers who joined the company later have extremely poor emotional control.

Personally, I believe that even parents have no right to insult their children with inappropriate language, let alone someone in the workplace.

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03- The company is very pragmatic. Once a supervisor considers an employee incapable,

it will initiate all kinds of nitpicking and obstruction to make the employee resign voluntarily.

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04- The turnover rate is high. You will genuinely witness waves of resignations, which inevitably makes you wonder whether the second-level supervisors

were people retained during an earlier wave of resignations to stem the losses, with their positions created at that time.

A high turnover rate will inevitably have an impact, because all the work is interconnected.

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05- Concerns about salary:

Salary includes bonuses (available only after the probationary period) and perfect-attendance pay.

What are the bonuses?

According to the company's explanation, bonuses are fixed and paid N months after the end of the relevant month.

In other words, even after passing the probationary period, you still have to wait N months to receive them.

However, if you leave, you will not continue receiving the bonuses after those N months.

Moreover, the bonus calculation method is not transparent, so there is no way to know how the amount is calculated.

It is also not announced or published in advance. Personally, though, I feel that if bonuses are presented as part of the agreed salary,

shouldn't you still receive the bonus N months after leaving?

Therefore, I personally suggest that company managers not mention bonuses when discussing salary;

otherwise, they should clearly explain the entire structure before employment begins.

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06- The second-level supervisors lack the awareness and ability expected of people in management positions.

Furthermore, because the second-level supervisor is a newly developed rank,

the pressure and helplessness of having to act solely in the company's interests are very strong,

which results in some behavior that affects the rights of new employees and may even obstruct them.

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07- Employees are indeed required to carry out unreasonable marketing activities,

such as posting promotional content on their personal Facebook accounts, which provides no real marketing benefit,

because nobody wants to use their actual account. Nevertheless, the company still regards this as one of the required job duties.

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08- To be honest, I had previously seen someone on Interview Fun say that this was a company that “draws big pies.” After actually joining,

several years have now passed, and I truly understand what it means to not give you the money properly at the time,

while offering a whole host of explanations. New senior managers also like to talk about how bright the future will be:

current salaries will multiply several times, the company will expand greatly, and everyone may become a supervisor.

But even gradual salary increases never materialize, and the promised expansion plan does not exist in practice.

If this is not “drawing big pies,” then what is?

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Because all the jobs I took afterward enrolled me in social insurance based on my full salary,

I now truly look down on companies that make money but only want to enroll employees based on a low insured salary.

They do not face the turnover caused by low pay;

this can probably be regarded as meaning that the company truly does not care,

or perhaps that it has the means not to care.

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PS: I once heard a more experienced friend say that sometimes “ghost job postings” are only used by supervisors as a way to gain knowledge or for marketing, so getting no response is normal.

Hearing that really broadened my knowledge. I don't know whether this company is like that;

I'm only sharing it to broaden everyone's knowledge.