1. The benefits are better than those offered by many companies.

2. Relevant departments can frequently visit production sites.

3. Having an engineering team makes communication easier.

4. Most colleagues are straightforward and easy to get along with.

1. The company’s direction is not very clear. It feels like the boss really wants to try new things but is not very willing to actually invest resources, resulting in many plans being unable to proceed smoothly.

2. Departments with good business results are strictly required to grow, while departments with poor business results may occasionally be criticized. However, as long as you build a good relationship with the “core executives,” you can hide under the safety net and avoid the crossfire.

3. If performance remains poor, other people’s work will be divided among those with poor performance to give them a chance to show results. Interestingly, even the COO’s work can be assigned to other underperforming units?

4. The company does not have many employees, but there are a surprising number of rumors. Team cohesion really needs improvement, and there is no clear sense of cooperation among departments.

5. The company internally likes to talk about accountability. HR has been recruiting for a single position for several months, and when someone pointed this out, they were told, “May I ask whether you helped find candidates?” I would like to ask in return: when other departments cannot finish their work, do they ask HR to write programs or create graphics?

6. I strongly recommend that when you realize you cannot achieve your targets, you should build a good relationship with HR—that is the key.