Workplace reviews and discussion: 福瑞斯國際公寓大廈管理維護股份有限公司

The chairman has not managed or supervised things properly.

The company’s management system has major problems.

The chairman has not managed or supervised things properly.

He must take the greatest responsibility.

This company’s main revenue comes from its hotel and property divisions.

Let’s take the property division as an example.

As chairman, he himself said that he had not devoted much attention to this division. How are employees supposed to feel when they hear that?

Simply put, he is shirking his responsibilities.

During the Lunar New Year and other holidays, he has never visited the various sites to show concern for employees or tell them they have worked hard. Yet he expects employees to know his name and what books he has published. It is utterly absurd.

When managers go to the sites to distribute red envelopes to employees,

they actually give an odd amount of NT$300....

Are they giving condolence money…?

They do not even understand the most basic etiquette for red envelopes.

Do you think anyone new would want to join your company?

The property division has two senior vice presidents.

One is surnamed Tong and the other Chen.

They only hide in group chats

and never say a word when problems arise.

Especially the one surnamed Chen—

all I can say is that there are no comments.

They let the entire property division

become a mess under the senior vice presidents and the general-management supervisors below them,

like a disorganized heap of sand.

This is the biggest problem.

How many so-called specialists, section chiefs, and directors have been replaced?

They only have different titles,

but do the same work.

Yet these “bad apples” remain in place.

As a result, site employees and the company are completely antagonistic, with no sense of unity or cohesion.

The managers’ attitudes and professionalism need significant improvement.

When managers assign and schedule personnel or change rosters, employees ask questions and receive no answers. They only shift responsibility and pass the buck to one another.

Every day, employees are also required to take

meaningless photos of their uniforms and appearance.

Have you ever seriously thought about

what the community residents—who spend so much money

hiring a property-management company—

actually want?

Are they hiring you to take photos?

When it comes to selecting, developing, and retaining employees, the company completely fails. The training and probation system for new hires is a complete mess. New employees can be sent directly to communities to take up posts and provide service without any probation, causing difficulties for full-time site staff and seriously affecting community committee members and residents. Mistakes happen again and again, resulting in multiple sites withdrawing from or being removed within a single year. Have you prepared improvement reports after these withdrawals and removals to understand what caused them?

All these factors have caused most employees to resign.

There are no holiday bonuses, no year-end bonuses, no performance evaluations, no promotions, and no raises. During the Lunar New Year, security guards only get four days off. The number of days off is unreasonable, and employees are treated harshly.

That is also why the company can never find new hires to fill staffing needs at the various community sites.

Even the company’s vice presidents and all the managers have to come down and cover shifts themselves. It is truly ridiculous, sad, and pitiful.

When leading people, win their hearts.

Being a good person is more important than merely getting things done.

As senior officers, supervisors, and managers,

you must set an example and remain humble—humbler still.

Otherwise, your positions are nothing more than empty titles,

because the employees below you do not respect you at all.

They simply treat you as a joke.

Treat employees as assets.

Treat them well and provide the benefits they deserve.

There is a great deal of room for improvement.