Workplace reviews and discussion: 景澤創意有限公司

1. Friendly colleagues; there is not much workplace infighting

2. Occasional group meals and outdoor activities

3. Perfect-attendance and transportation allowances

4. Free snacks are provided for events such as Ghost Festival offerings or worship ceremonies

5. The boss and team are open to innovative, nontraditional proposals and ideas

6. In some respects, the boss is thoughtful and logical, can offer suggestions from different perspectives, and has a relatively strong sense of aesthetics

7. Complies with the Labor Standards Act and provides what is required; the application procedures are just relatively complicated

1. Extremely high turnover; nearly the entire staff is replaced every year

- There are no SOPs for training new employees, interns, part-time workers, and others. People are sent directly into the field without understanding the situation, and asking questions does not necessarily yield answers; first, you may not know whom to ask or be unable to find anyone, and second, the person being asked often has no idea either

- When positions cannot be fully staffed, employees are asked to support unfilled roles, which gradually becomes their responsibility. Even after providing support for several months, there is no substantive additional compensation, while they still have to bear criticism and reprimands beyond their responsibilities. Naturally, almost everyone has to take on approximately twice the workload

- The company is divided into two major areas: contract bidding and self-operated business. The self-operated business is further divided into many small brands and physical stores. When store staff cannot be recruited, full-time employees are asked to take care of the stores while also handling their original work, with absolutely no additional pay

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2. The rules and processes are a complete mess, and even when they are established, they are not necessarily used properly

- For a company that has been operating for ten years, it is highly questionable organizationally that employees who have been with the company for less than a year are asked to help develop SOPs

- The rules governing the timing, content, and format of meetings and other matters are frequently changed, leaving employees unclear about the direction. Faced with rules that change at the drop of a hat, employees are given virtually no adjustment period. Simply put, the boss is the rulebook

- The boss expects a large amount of output, but there are no clear processes or division of responsibilities. Activity plans that should have been reviewed and finalized months earlier are often dragged out until the last moment, when they are barely carried out, or the project direction and content are changed at the last minute. Often, only one person plans an entire event; if the results merely pass, that is cause for celebration. Yet the corporate culture here only points out what employees did poorly

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“It's not a lack of manpower; it's a lack of ability.” Keep this classic quote in mind

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3. Unclear responsibilities and authority

- The systems for delegation and division of labor are extremely unclear. Everything, big or small, must go through the boss, while supervisors essentially have no decision-making authority. The boss's standards also change according to their personal mood or ideas, so everyone can only go along with it to avoid being reprimanded

- The boss has a heavy workload but does not properly delegate responsibilities and authority to supervisors. Wanting to oversee every matter in the company, big or small, the boss also often gives inconsistent instructions. As a result, supervisors are frequently out of the loop or afraid to make decisions, leading to extremely poor team efficiency

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4. Last-minute tasks

- The boss issues last-minute tasks whenever an idea occurs to them, and they must always be carried out immediately!!!! (asterisked)

Basically, there is no concern for employees' existing workloads or whether immediate execution is appropriate; the demand simply has to be met at once

For example: when staff are insufficient, designers are sent to paint, project planners are sent to provide on-site service, and marketing staff are sent to conduct inventory counts. The bizarre situations here are endless

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5. Administrative and financial loopholes

- Before administrative and finance staff were hired, colleagues had to take on all of the company's administrative and financial work, resulting in poor operational smoothness and efficiency

- Because the administrative and finance staff cannot handle the workload and the internal processes are complicated, external vendors end up chasing payments or employees have to pay out of pocket first. Repeated feedback from employees has not led to significant improvement; they may even be jointly blamed and verbally abused. It is utterly baffling!

*Additional note: You will get the money, but it is uncertain how long it will take; it depends on the efficiency of the colleague responsible that month. Basically, they will not refuse to pay*

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6. Environmental hygiene is a concern

- Cleaning staff are occasionally hired to clean the office, but this is only broad, superficial cleaning. Basically, the place is still extremely dirty; whoever cannot stand it goes and cleans

- I once could not stand it and helped organize an old snack cabinet that had been accumulating for a long time. Everything was two or three years past its expiration date, mixed with a pile of cockroach carcasses

- There are often unwashed dishes, chopsticks, and cups left in the sink, and food in the refrigerator is often left until it becomes watery

- The company promotes environmental protection but is really not very environmentally friendly

(No one can be completely environmentally friendly, but as a company that advocates caring for the environment, it should still pay attention to basic practices)

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Finally, the good and bad aspects of a company are quite subjective, so I will not make further judgments.

However, some problems are obvious and genuinely happening, and they continue in a vicious cycle.

You (the boss) once said in a meeting, “The problem I want to solve right now is that the employees don't seem very happy.”

Regardless of whether it was said jokingly, I hope you will truly listen to the employees' voices, build trust within the team, accept that problems occur, and humbly work to improve them rather than criticize. That way, talent will not continue to leave, and those who stay can have a better workplace. Wishing you success!