Free coffee grinder

Birthday bonus

Free motorcycle parking spaces

1. Every workplace is fully equipped with surveillance cameras. Employees must hand over their phones for safekeeping during work hours, and computers have monitoring software installed.

If you speak even slightly loudly, you will be classified as chatting at work. The workplace atmosphere is tense and oppressive.

It is recommended that company supervisors communicate reasonably with employees and create a pleasant workplace atmosphere in order to further improve work efficiency.

2. Job responsibilities are poorly defined. Employees are often asked to perform work outside their own duties under the names of support, assistance, or help.

Supervisors say that they are training you, but if you do not perform work outside your own duties well, you may still be held responsible.

It is recommended that company supervisors clearly coordinate with employees to avoid employees feeling that the company is taking the opportunity to make trouble for them.

3. Supervisors’ evasion of responsibility is extremely serious. Basically, frontline employees bear the responsibility.

(EX: Even when they know that a new employee is unsuitable for the job, they do not handle it. When the new employee later makes a relatively serious mistake, they shift the responsibility onto a junior supervisor or the new employee. After something happens, supervisors often shift the blame onto you by selectively “forgetting” or distorting the original instructions.)

It is recommended that company supervisors clearly define the allocation of responsibility, issue instructions clearly, and confirm that employees understand them, so as to avoid employees mistakenly feeling that responsibility is being shifted onto them.

4. The leave policy is inhumane: Annual leave must be requested seven days in advance; sick leave requires proof of medical treatment (for a minor cold without a doctor’s visit, you must take personal leave instead). When staffing is insufficient, they may even tell you that you cannot take leave.

It is recommended that company supervisors clearly communicate the leave policies with employees and formulate reasonable leave regulations. After all, everyone encounters situations requiring urgent attention.

5. There are basically no benefits: no year-end bonus (only a few designated supervisors receive one), no year-end banquet, no company dinners, no health checkups, no trips,

no annual salary increases, no marriage, funeral, or celebratory subsidies, and no employee childbirth subsidies.

It is recommended that company supervisors establish more benefits to help employees feel more closely connected with the company. After all, workers contribute their labor to the company and also expect the company to appreciate their hard work.

6. Employees cannot readily ask questions about their own rights and benefits.

(EX. When asking about allowances for sudden overtime or night-shift rotations, employees are considered not devoted to the company and too concerned about money.

When supporting Linkou from Xizhi, or Xizhi from Linkou, transportation subsidies are unclear and feel unreasonable.

The promised salary increase after passing the probationary period is also repeatedly delayed with various excuses until you give up (based on a coworker’s firsthand experience).

When asking about issues such as year-end bonuses and salary increases, supervisors also make empty promises or talk about “sharing the hardships together.”

It is recommended that company supervisors discuss matters with employees and establish solutions acceptable to both sides, communicate and consult with employees more often, and create channels for inquiries regarding employee rights and benefits.

7. The company has been hiring continuously for years. The reasons are obvious from the points above: the turnover rate is too high. However, supervisors will tell you how remarkable it is that you are still able to work here.

There is only one way to stay for a long time: be able to endure hard work and scolding (including humiliation). Almost every month, someone joins and someone leaves.

In addition, the company checks whether the 104 résumés of current employees are publicly visible. If yours is, you will be called in and required to close it.

As far as I know, the company has at least two employer accounts monitoring them, so blocking the company on 104 is useless (someone was still required to close their résumé after blocking the company).

It is recommended that company supervisors discuss the reasons with employees. After all, everyone hopes that work will get better and wants to find a better job with improved compensation; this is surely the wish and goal of every worker.

8. The company’s reputation and operations face a major crisis. Revenue does not cover expenses, the company has suffered losses for years, and payments owed for contractors’ projects are outstanding, causing some contractors to refuse to carry out decoration and facility work.

The company is entangled in lawsuits, and there are many other matters known only to senior management. My position is not high enough; I only know these things.

It is recommended that company supervisors regularly announce the company’s revenue situation and objectives in meetings, build employees’ confidence in the company, and alleviate their anxiety.

9. There are also many other problems, many involving senior and mid-level supervisors, so there is nowhere for you to appeal. The company also often minimizes major issues and makes minor issues disappear.

(EX. Workplace bullying, threats by supervisors, workplace sexual harassment, harassment of new female employees, and many other matters that skirt the boundaries of the Labor Standards Act.)

The departure date is also different from what was originally agreed upon—either earlier or later. I suspect this is to evade or is restricted by the mass-layoff labor protection laws administered by the Bureau of Labor Insurance.

It is recommended that company supervisors communicate well with employees and be open and transparent, to prevent employees from spreading rumors. They should also establish a public grievance channel, handle matters impartially, and create a good working environment.

There is actually much more that cannot be covered here. Those interested can look into it; I believe it will help with one’s attitude toward future work.

I believe no company or enterprise is perfect. More or less, all have unreasonable practices, problematic supervisors, internal conflicts, and other issues.

However, having problems is not itself an issue. What matters is being able to continuously improve and update, creating an environment where employees can work without worries and focus wholeheartedly on their careers, while the company can grow in both scale and profitability—a win-win environment.