Pros-

The colleagues are all nice people. Everyone is a fellow worker suffering together under exploitation. I came here intending to warn others, so I’ve written everything in the cons.

Cons-

You constantly see the company recruiting 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 people who genuinely want to do a good job. (Of course, there are still some excellent managers and senior colleagues with good communication and technical skills who are very capable at leading people.) But it depends on your luck.

The company introduced OKR evaluations, but there is no planning at all. It sets vague, 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 the person conducting the comparison do not understand you either.

In the customer service team, there are truly people who act high and mighty, and nobody respects what they say. Changing orders constantly is one thing; they do not even have basic work abilities. All they think about is slacking off and exploiting the people below them. But what can you do if you refuse to obey? They have the power to determine your year-end bonus and promotion. The company was not like this before, but gradually, incapable people were promoted into management. For those who join in the future, the situation can only be described as miserable. There is no friendly onboarding training, yet you are expected to know everything. People who want to prove themselves only end up causing trouble for other good colleagues. Aren’t these kinds of training supposed to be something everyone works on together to improve the group?

Yet you cannot see the managers doing anything. Their attitude seems to be, “I helped fill the position for you, so you should finish the work.” But they bring in a bunch of people who are still unfamiliar with the business and then use this kind of thinking to judge the team. All this does is make everyone unable to accept it. In the end, the capable people who could get things done gradually leave, leaving behind the 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 there aren’t enough people? Shouldn’t you reflect on whether your abilities are simply too poor?”—who could hear that and not become disheartened with the company?

In the sales team, your manager has the power to decide whether you get to stay or enjoy an easy life after you join. 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 carry out corruption this blatant. 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 or promotional materials. If you want to make a living here, it really is all about flattery and pleasing people. All I can say is that being obsequious and likable is considered part of the job ability.

As for the technical department, the people here are all very good, but even the manager cannot withstand the demands from senior management. They can only code day and night, with quality being disregarded because they need to rush releases. The nice-sounding “agile development” was just talk from the beginning. As long as 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 issues—many of which could clearly have been avoided—gradually wear down people’s enthusiasm. Every year and every quarter, people give feedback about their workload, salaries, and bonuses, but senior management always responds with empty corporate talk, laughing it off and patting you on the head: “It’s fine, it’s fine. We’ll take care of all this. As for bonuses and salary adjustments, we now have a new method for making adjustments based on the market.” After giving you a raise, they effectively cut your bonus and year-end bonus. I wonder 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 peaceful life and enjoy having good colleagues. You can come here, but after being disappointed a few times, you will want to leave. You will still miss the good colleagues here, though. But when it comes to the managers and senior management, forget it.