Workplace reviews and discussion: 域動行銷股份有限公司

1. Very close to the MRT station

2. Flexible working hours with a two-hour window; in recent years, clocking in and out has been done via an app.

3. Most colleagues are lively and outgoing.

4. There is an annual salary adjustment system and performance review.

(At the end of each year, employees review with their supervisor, and salaries are adjusted the following March.)

1. The turnover rate is excessively high. It is not unusual for 1–5 people to leave in a month. Most employees are under 30, and most young employees resign after working for only six months to a little over a year. There are too many newcomers, and handovers between colleagues are not clear, so communication between departments is sometimes chaotic.

2. I only found out after joining the company that, after formal employment, NT$200–500 is deducted from each employee’s salary every month for welfare funds (the amount varies according to salary). These welfare funds are used for holiday bonuses, birthday gifts, and company welfare committee activities. After the probation period, you have to review with your supervisor and also memorize the very inexplicable “Ten First Principles of Domain Movement.” Holiday bonuses, birthday bonuses, and Lunar New Year opening red envelopes are all NT$600.

3. The company has been established for more than ten years, so I do not understand why most people bring their own laptops. Perhaps it is for meeting convenience? If you bring your own laptop, you must purchase a new computer after joining in order to receive a subsidy, which is NT$600 per month. There is no subsidy for using your own old laptop. A small number of employees have had the company help them requisition desktop computers. The company has been established for so long, yet everyone is expected to bring their own laptop. There should at least be a subsidy for everyone, or each employee should be provided with a laptop for work.

4. Every monthly meeting rewards sales staff for how much money they have made for the company. The sales staff thank everyone in the company for their assistance, but why is there no performance bonus for the entire company? Other departments are always left watching specific people receive red envelopes.

5. The company’s leaders constantly emphasize that employees should have a sense of unity. For example, colleagues are expected to play games at company events, supposedly as a symbol of being lively, but it is really just to satisfy the leaders’ personal whims. Even at the year-end party, everyone had to play five rounds of games before the final grand-prize drawing, which delayed everyone’s departure by 30 minutes. The year-end party has become increasingly inexplicable. It is fine to ask people to cosplay, but it should be flexible and voluntary. One leader said that there should be a punishment mechanism if people did not dress up seriously. The company provides no subsidy for year-end-party costumes, yet it still wants to punish people. That is truly lacking in human consideration. The winning costume group receives prize money, but when divided among the group members, it actually amounts to very little per person.

The top prize at the year-end party is NT$15,000 in cash for one person. The other prizes are mostly 3C products and gift vouchers, while the smallest prize is NT$600 (accounting for half of the available slots).

6. The overtime system is unclear. Some departments work a great deal of overtime but do not report it as overtime. I hope this can be improved.