Workplace reviews and discussion: 鉅亨網股份有限公司

1. Cultivate multitasking abilities, with an emphasis on continuous learning

Upper management really likes having people without relevant expertise lead professionals, for example:

a. The MIS manager also serves as the DevOps manager

b. The sales director also serves as the marketing department manager

c. The product department director also serves as the data applications department manager

Organizational adjustments are used to force unsuitable people into certain positions, for example:

a. An engineer also serves as a PM

b. A backend engineer also serves as a DevOps engineer

c. A marketing specialist also serves as a video and audio editor

2. Great importance is placed on personal relationships and work experience

a. One employee clearly has no ability and knows nothing, yet frequently spouts off and makes grandiose claims in front of supervisors during meetings. In reality, other people handle the crisis management and problem-solving.

b. One employee misused their permissions and deleted a large amount of important data that could not be recovered, yet no action was taken afterward and no related review was conducted.

c. During a personnel freeze, one employee used an exception to bring a personal friend into the company for their own selfish desires, and they happily spent all day discussing mobile games.

All of these people are supposedly outstanding senior employees personally selected by the big boss, and they certainly look extremely busy every day!

3. Avoid being rigidly bound by systems and regulations, and make adjustments according to circumstances

To accommodate the company’s financial situation, the company can deceive employees about salary adjustments and promotions. It says there is a personnel freeze, yet some people can become exceptions and be promoted to director, while the personnel changes that were originally supposed to be made are not made at all.

4. Show consideration for employees, with generous year-end bonuses

To encourage employees who work hard, the year-end bonus paid at the beginning of this year (2021) for last year was truly abundant. The amount received by people with above-average performance ratings and those with the highest performance ratings differed by less than 0.1 month of salary. Presumably, this was intended to encourage those people to work hard—how thoughtful!

5. Train employees in increasing revenue and reducing expenses

Upper management’s way of increasing revenue: Cut a large number of highly capable employees to increase revenue.

The way to reduce employee training expenses: Do not give salary increases, and pay at most 0.5 months of year-end bonus, so employees can experience the hardships of life.

6. Train employees in the ability to give reports

Most senior managers and senior employees lack professional expertise and are unwilling to face reality. Therefore, as long as you can paint a rosy picture, talk about wonderful future plans, and hide the declining and worsening aspects, your report can receive a perfect score. You can get through an entire year without doing any work, while also learning how to bluff and portray certain results as your own achievements. That way, you can meet your annual KPIs—what a comfortable life.

7. Train communication skills and EQ

Upper management will not listen to what ordinary employees express; they only see what they want to see. During the communication process, they may also suddenly become angry, so be careful not to become the target of their misplaced anger.

I think that since the company pays a salary, there are no drawbacks.