Workplace reviews and discussion: 神達電腦股份有限公司

The environment is actually quite good.

The colleagues are also fairly easy to get along with.

However, the most important factor in the workplace is the department manager.

This company has several companies in Huaya; the one being discussed here is MiTAC Digital (established not long ago).

All I can say is that the reviews on Google and 104 are not very accurate. Evaluating by department is more accurate.

A terrible manager makes you question your life every day and think about suicide.

There is a low-profile department in this company where, in a junior position, you handle tedious project-related tasks. This department has a manager with extremely poor comprehension (not a manager promoted through the regular process; therefore, he does not have the standard methods or mindset for managing people).

What he needs is a subordinate who is obedient, will not argue with him, discusses every personal and work-related matter with him, and thinks like a robot.

He is extremely subjective and applies double standards.

* When you ask questions, he responds according to his mood (sometimes even impatiently); however, if you are one of his favorites, he will patiently guide you every day. Remember: If he proposes a solution that ultimately leads to a mistake, he will still blame you in the end.

* For projects assigned to you, because he does not trust his subordinates, he will do the work himself (it looks like help, but actually creates more trouble). After doing it himself, he does not inform you, leaving the person responsible in an impossible position.

* He often presents a façade of teamwork externally, but within the department, everything is full of holes and his true nature is revealed.

* The manager deeply distrusts his subordinates and focuses on picking apart their mistakes. If you are one of his favorites, this problem does not exist; instead, he looks for other people's mistakes and publicly shames them at weekly meetings.

* Taking leave is an individual right, but the manager uses written messages and emotional pressure to make you feel guilty, e.g., “Can I say no?” “........” and “Are the number of bereavement-leave days really like this?” During leave and after returning to work, he will bombard you with private messages about work.

* He will not cover the projects of employees who are on leave; he only orders the designated stand-in to do the work, even when he understands the project very well. The treatment of his favorites is the opposite. He is not a responsible manager because he has no idea what his subordinates are actually doing, while he knows his favorites' work very well.

* He publicly shames people about salary adjustments at weekly meetings and privately asks how much bonus they received (with KPIs deducted to that extent, he still dares to ask).

* What he says is often the opposite of reality (because his comprehension is extremely poor and his ability to distort things is extremely strong). He frequently misunderstands the boss's meaning and then conveys it to subordinates.

* You must submit an eight-hour work log every week. After asking other units, I learned that they only need to select the project name and hours, but he requires detailed entries, asks you to download and send him the Excel file every week, and also requires the entire month's file at the end of the month. If you write the same content, he will correct you privately.

* Change “work day” to “working day”; he even corrects such minute details in Chinese, as well as punctuation, of course.

* He has said: “You did a great job, but I only saw that you completed it; I don't know what the process was.” Is completing the task poorly somehow better???

* For self-assessed KPIs, if you make even one mistake during your regular work, he will record it by hand and deduct points during the self-assessment stage. However, you upload the self-assessment with “the score after his evaluation” (not the score after evaluating yourself). In the supervisor's comments, there is a considerable gap between the scores = both scores were assessed by him. What is the point of self-assessment like this?

* The current employees are mostly people with families, senior employees who shift blame and responsibilities, and the manager's favorites; only a few are normal people.

* He will not fight for bonuses for his subordinates, only for his favorites.

* Things that the manager should do or understand are often things he neither does nor understands.

* Externally, he gives people the impression of being earnest and pitiful, but within the department he picks faults, shifts blame, complains, and bullies. He often does not understand the situation and does not confirm it beforehand, yet insists on correcting things; when he eventually discovers that his correction was wrong, he does not apologize.

* He never reflects on himself; everything is someone else's problem. Before I joined, three or four people had already left, and he told their juniors that they resigned because of their own problems. Later, I learned indirectly that this supposedly dignified manager had emailed the project members saying that the person who resigned was at fault; after verification, it turned out to be the fault of a current employee.

* He likes to act overly familiar and ask people about their private matters, then gossip about them everywhere in a meddlesome way. Be careful!!! He often twists people's words.

==Please be extremely careful with managers like this, because the things they care about are all trivial matters. They never accurately assess the seriousness of issues and make improvements accordingly. They act emotionally, engage in office politics, and protect people in the department who have connections with them.==