Workplace reviews and discussion: One Boy_卓昱有限公司

The colleagues are genuinely easy to get along with.

As for the rest... hard to say.

After you’ve worked there,

You’ll find that even other terrible companies seem okay.

If there had been an option for “extremely bad,” I wouldn’t have selected only “bad.”

I’m posting this review to confirm that what was said below really is true~

I actually worked at one of the stores for a while before.

It really was exactly as described in the several articles below.

The internal problems at the Sanchong company were the same as well.

From the way we used SK to receive messages at work every day,

you could tell that the internal staff didn’t know how to solve problems and only knew how to pass the buck.

For example, customer service wouldn’t resolve questions that store customers called to ask about. They would mark an SK message and tell store staff to call the customer instead~

(This is absolutely hilarious. Then what do we need customer service for? Even the customers complained to us about it.)

Not to mention the working conditions and compensation (because they’re really poor).

The base salary isn’t as high as that of other chain clothing stores.

(Absolutely nowhere near NT$30,000 in total; it’s the same even for management.)

You definitely do more work than at other companies—much more than you can imagine.

As for the targets, you can’t imagine it.

They can change with a single sentence.

I still remember one month when I was employed there:

the company didn’t announce that month’s target until we had already worked past the 20th.

It really was an eye-opener!

When friends around me ask about my previous work experience there,

I can only reply with a few words:

“There’s no most outrageous—only more outrageous.”

Especially that certain supervisor (everyone who’s worked there should know who I mean, haha).

Things they announce are often revised after only a few days.

They also really like treating store staff as if they’re idiots or children,

calling us “children” all day long and showing absolutely no respect for people.

And during my time there, I don’t even know how many times

the way performance bonuses were calculated was changed.

It was probably adjusted about once a month—that was the basic pattern.

There were also cases where one thing was announced at the beginning of the month and another version was issued at the end.

I heard from former colleagues that the company even hired an associate general manager (weren’t they losing money?).

To put it nicely, it seemed like they were there to improve benefits for everyone.

But in practice, they were there to cut everyone’s bonuses and raise the targets.

And while losing money, they continued hiring endorsers (HEBE),

and even opened two more stores (the flagship store and Sanduo).

They really treat store staff like fools.

Thankfully, I resigned.

I was reminded of all this recently while keeping in touch with former colleagues:

these things really, truly are outrageous.

So all I can say to the new colleagues who are planning to work there is:

Good luck—you’re going to open up your “new vision.”

My experience of how this company treats store staff is very straightforward:

it is extremely unfriendly.

You can feel it from the inventory counts, which happen roughly every month (they have to be completed on the day you work).

Any inventory discrepancy means a deduction from your bonus. If there’s no bonus that month, the deduction accumulates and is taken from the following month.

As mentioned below, they really do deduct the full amount: if a jacket was sold to a customer for a certain price, that exact amount is deducted.

Even more outrageous, once we discovered that some clothes had been stolen. There was surveillance footage, but after we reported it, the company still deducted our bonuses.

If the colleagues hadn’t been so friendly with one another, I would have left even earlier.

I don’t know whether the people inside the company are Hakka,

but I do know for certain that the company kept telling the stores that it wasn’t making money.

At the time, I even heard that stores were expected to bear the company’s advertising costs,

with those costs included in the performance targets. Making stores shoulder that was unbelievably stingy.

During the off-season, store targets ranged from NT$1.5 million to NT$5 million.

During peak season, targets of over NT$10 million seemed basic to them.

Fortunately, the store I worked at wasn’t as outrageous as the one in Taichung.

But the customer base was just as poor in quality.

A former colleague I know in Taichung said

that now, even during the December peak season, reaching the commission target only earns NT$2,000.

The target system has been changed into a complete mess.

A lot of people want to resign,

but the company is still continuing to brainwash everyone.

The policies have been made even worse.

For example, overtime could apparently originally be claimed in 30-minute increments;

now it has been changed to one hour.

Even scheduled days off are restricted.

More outrageous still, annual leave and compensatory leave are treated the same way—everyone is not allowed to choose their own dates. (Doesn’t that violate the Labor Standards Act? I wonder too.)

I still remember that when I worked there, we had at least four scheduled days off that we could choose ourselves.

At that time, we could still receive bonuses because they were calculated as a percentage.

Now, hearing them talk about their current situation,

I just feel sorry for them.

If you really have the money to hire endorsers

and build brand awareness,

you might as well improve the quality of your products.

During peak season, we spent almost every day handling customers’ complaints about defects.

There was also the issue of opening items for customers to inspect, only to find defects in several consecutive items.

Even I felt embarrassed.

When a customer asked where an item was manufactured,

that certain supervisor would require everyone to say that it was not made in mainland China.

We weren’t allowed to say that the products were still being manufactured in mainland China and had not yet been shipped over.

I really don’t understand what they’re so afraid of people saying.

They also kept emphasizing that the products were designed in Taiwan and manufactured by labor in mainland China.

How insecure can they be? I don’t understand. The country-of-origin label is already so clear, yet we still weren’t allowed to say it.

Oh, and speaking of that,

every time there were new products,

we were also told to post photos and flood the comments under the endorsers’ posts.

I have no idea what that was about either.

Then why did the company hire endorsers in the first place...?

I truly advise anyone thinking about working there:

good luck.

It’s hard to say, right?

Maybe it will suit those of you with an M-type personality~

If you can accept policies that keep changing,

and a supervisor who acts like an old-fashioned mother, calling you “child” all day long,

then go ahead and report for work. Good luck.