Workplace reviews and discussion: 璽睿創新有限公司

Seven working hours per day

Can leave work before 5 p.m. every day

Monthly salary and benefits are better than average

Uncertain whether the three major holiday bonuses plus the year-end bonus amount to 14 months of pay

1. There is a very large gap between the position applied for and the tasks actually performed after joining. The company mainly focuses on projects, and every project is something it has never carried out before. For example: the position discussed during hiring was to do A, but the actual work was B.

2. People who expect clearly defined job responsibilities may not be a good fit here. Startups often need to clarify their direction; the boss wants to do many things at the same time, and all the projects are large. At the same time, the boss is indecisive.

3. The company should have an office instead of having employees work at the boss’s home. Employees’ seats do not have office partitions. Those who value personal rest space should take this into consideration. Four people work together in one room, with clothes piled up all around, and the space is relatively small.

4. Both the job responsibilities and performance are evaluated jointly by two senior colleagues and the boss, which creates a lot of pressure. Horizontal communication within the company is poor, and communication between management and employees is even worse. The boss appears open-minded and people-oriented, but in reality is not.

5. The company outsources resources and team needs to excellent external teams in response to project requirements, which is rather wasteful. The garment and textile industries are shrinking, and the project budget management mechanism is poor, with outsourcing as the main approach. The core garment business is declining; after taking on other projects, the company continues to burn money.

6. Apart from the two senior employees, none of the other employees hired by the company stay for long. The shortage of staff creates a vicious cycle. The company does not value its employees, and the turnover rate is excessively high, forcing out every dissatisfied employee. The boss and the two senior employees evaluate employees’ work performance together. Employee performance evaluations should be two-way, not one-way.

7. The management philosophy presented in the job posting appears people-oriented, but in reality it is not. The company’s operational goals are overly ambitious, too many projects are undertaken, and many projects are started before contracts are signed. The costs of completed projects have not yet been recovered, and the projects have already ended.

8. There is some discrepancy between the boss’s expectations for the company and its actual direction. Compared with companies that are down-to-earth and build steadily, this company falls somewhat short. At the same time, the boss teaches people about various workplace matters on the public YouTube platform, but in practice cannot properly handle internal company communication, teamwork, or team cohesion, and so on. Yet the company cannot retain new employees for more than a year. The gap between armchair theory and actual execution is far too large.

It is impossible to express opinions about company matters. The two veteran employees and the boss cannot accept any opinions from newly hired employees.

9. The work environment is the company owner’s home, without the discipline of an office. During working hours, the owner may be sleeping, or the owner’s children may be crying and making constant noise when they are at home, affecting work efficiency.

10. Because the workplace is the owner’s home, employees are often required to help with miscellaneous tasks unrelated to work, such as clearing away items in the stairwell because they obstruct residents’ escape routes and create safety concerns.

11. The company’s financial management is very poor. It needs to take out loans to carry out its current projects, demonstrating that its operating expenses exceed its income.

12. Senior employees often secretly record what you say without your consent. Remember to be careful about what you say at all times. This behavior raises the question of why they would do such a thing; it clearly indicates that the company has frequently dealt with similar situations.