Pros-

The colleagues are all nice people; everyone is a fellow partner suffering and being exploited together. I came here intending to warn others, so I have written everything in the cons.

Cons-

You keep seeing the company hiring but failing to find good people, because it cannot offer friendly, competitive salaries. It spends all the money supporting some useless old-timers, then drives away the people who genuinely want to do a good job. (Of course, there are still some excellent managers and experienced colleagues who communicate well, have strong technical skills, and are very good at leading people.) But it all depends on your luck.

The company introduced OKR evaluations, but there is no planning at all. It sets some ambiguous goals and has no substantive plan for evaluating individual capabilities, yet this is the most important score determining your year-end bonus and promotion. Senior management made this decision without having any real understanding of individuals. Why? Because your manager and their manager do not understand you either.

As for the customer service team, there are truly people who act high and mighty, and no one respects what they say. Changing orders from one day to the next is bad enough, but they do not even have basic work abilities. All they think about is slacking off and exploiting the people beneath them. But what can you do if you refuse to obey? They have the power to decide your year-end bonus and promotion. The company was not like this before, but gradually, incapable people were promoted to become managers. For people joining in the future, the situation can only be described as miserable. There is no friendly onboarding or pre-employment training, yet they expect you to know everything. People who want to perform well only end up causing trouble for other good colleagues. Shouldn’t this training be something everyone works on together to improve the whole group?

Yet you cannot see the managers accomplishing anything. They seem to think, “I’m responsible for bringing people in to fill the vacancies, so you should finish your work.” But after bringing in a group of people who are still unfamiliar with the business, they use this kind of thinking to judge the team. All this does is make everyone unable to accept the situation. In the end, capable people gradually leave, leaving behind corrupt old-timers and helpless new colleagues.

The company’s business is growing larger and larger, which is a good thing. But you cannot evaluate the current workload using last year’s or the year before’s workload. When a manager says, “Last year, one person could handle it, and now you’re telling me you think we don’t have enough people? Shouldn’t you reflect on whether your abilities are too poor?”—who would not become disheartened with the company after hearing that?

As for the sales team, your manager has the power to decide whether you will be forced out or enjoy an easy life after joining. If they want you gone, they give you difficult leads; if they like you, they give you reliable leads, and then tell you to split the commission. They can even carry out such corrupt practices. I really do not know how the company’s senior management could choose these people as managers. Sometimes you also have to do odd jobs, such as helping move miscellaneous items and promotional materials. If you want to make a living here, it is truly “connections first.” All I can say is that being flattering and ingratiating is also considered part of one’s ability.

As for the technical department, the people there are all very good, but even the manager cannot withstand senior management’s demands. They can only code day and night, with quality being ignored because everything has to be rushed into production. The nice-sounding agile development was only talk from the beginning; whenever senior management wants something, no one can stop them.

Everyone actually wants to work hard for the company and become better and stronger together. But over time, these clearly avoidable issues slowly wear away our enthusiasm. Every year and every quarter, we raise concerns about our workload, salaries, and bonuses, but senior management always responds with official-sounding platitudes, laughing it off and patting us on the head: “It’s fine, it’s fine. We’ll take care of all this. As for bonuses and salary adjustments, we have a new method and will make adjustments according to the market.” After giving you a raise, they effectively cut your bonus and year-end bonus. I do not know whether they might make some mistake that causes next year’s annual salary to be lower than this year’s.

-This is a decent place if you want to live a stable life and enjoy having good colleagues, so you can come here. But after being disappointed several times, you will want to leave. You will still miss the good colleagues here, but when you think about the managers and senior management, it is better to forget it.