Workplace reviews and discussion: 京麗國際有限公司

You can pet a dog, but it really likes chewing on trash (especially paper).

The following content includes company names that have appeared in the main text,

because the company frequently changes its name,

to prevent people from being led astray

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Jingli International Co., Ltd., Sendong Co., Ltd., Proway International Co., Ltd., …

are all the same place with the same owner.

Q: Why does one company have so many names?

A: To confuse applicants into thinking they are different companies, and to prevent negative reviews from former employees from being seen.

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Simply put, the entire company is

“using the most cumbersome rules to pay the stingiest wages.”

The benefits listed in the 104 system do exist, but they are distributed according to the boss’s mood.

If she likes you, you may get bonuses and company dinners.

If she doesn’t like you, she can reduce them directly to 0, and you get nothing.

What defines whether she likes you? Whether you are good enough at flattering her.

It has nothing to do with how good your performance is or how much work you have done.

I once saw someone meet their performance target, only for the boss to go back on it when the bonus was distributed.

She directly revised the original bonus system that day, causing the person concerned to lose a five- or even six-figure amount of wages.

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The boss is a woman, and everyone calls her “General Manager X.”

There is also a male boss, who is Mongolian, but General Manager X is essentially the person in power.

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The company operates under militarized management.

You can only eat in designated places and at designated times each day.

After work, you also have to write a daily report on your work progress.

The daily report here is calculated by the hour.

That is, what you did at 10:00, what you did at 11:00, and so on.

You also have to clearly explain what you did, why you did it, and what you completed.

You have to spend at least 0.5–1 hour writing this every day. It is extremely time-consuming and ineffective management.

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Basically, one person here is expected to do the work of dozens of people,

and you also need to work across different fields.

It is not merely a matter of adapting to different job skills; you actually have to work across disciplines.

Human resources may also have to handle the company’s asset management and bookkeeping…

A graphic designer may need to produce physical packaging, social media graphics, and flat-lay photography…

Marketing may have to handle radio, commercial video production, social media video production, and livestream shopping all at once…

In addition to covering physical sales channels and liaising with virtual platforms, sales staff also have to handle matters related to organizing exhibitions.

Although the company has many departments and a whole bunch of managers and directors,

in reality, only a few people are actually doing the work.

You can think of it as a company with a bunch of generals who only give orders and no soldiers who do the work.

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In addition, General Manager X has very little respect for employees’ professional expertise.

She often thinks that something mentioned today can be finished five minutes later.

Some of the most outrageous things I have heard her say are:

“Product videos are so simple—even my child can finish one in three minutes.”

“I only need the planner to spend two minutes posting on social media.”

“The livestream is only two hours. Why does it take the entire morning to deal with it?”

“Checking whether the prices on ten platforms are wrong should only take half an hour, right?”

“Customer service should give me ten ways to improve customer relationships every day.”

She has never considered how mentally exhausting brainstorming and execution can be.

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General Manager X is very emotional and prone to abruptly changing orders.

One second she may say one thing about A, and the next second she may completely overturn it.

This causes the effort employees put in to instantly become wasted work.

Also, if you make even a small mistake, she will blow it out of proportion,

turning something that was originally her fault into your fault.

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Next are the company’s records.

All event records and documents should have electronic files; once completed, they should be archived and categorized. This is basic practice.

But this company simply puts everything onto a shared drive.

There is no systematic process or standard to follow.

You often have to ask people around for information, or slowly search through folders one by one,

before you can find what you need.

Otherwise, you have to redo it from scratch, which is an enormous waste of time.

The assets are even more chaotic.

There are piles of company account passwords, and no one knows who is using them.

They create permissions for countless platforms, then stop using them soon afterward.

All sorts of things—electronic equipment, products, contracts, and documents—are effectively unmanaged.

They are simply stuffed into a space by whoever was handling them at the time, and eventually forgotten.

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Finally, the employees.

Although there are good people among the employees, everyone’s workload is so heavy

that many people end up just focusing on doing their own work.

More importantly, there are malicious people within the company.

In particular, there is Assistant to the General Manager A, who genuinely slacks off at work but rose through the ranks by clinging to General Manager X and tattling.

Assistant A secretly looks at everyone’s computer and reports their work status to General Manager X.

As long as someone opposes Assistant A, Assistant A immediately goes to General Manager X to tattle.

The next day, you can see General Manager X defending Assistant A in meetings,

even when the matter is Assistant A’s fault.

Assistant A often says things that even they cannot decide for themselves, and pushes all troublesome matters onto others.

When in a bad mood, Assistant A loses their temper with vendors and company employees and says nasty things.

I have heard of even more outrageous examples from the past.

Assistant A once botched a project and caused the company to lose more than a seven-figure amount, but General Manager X simply let it go.

They most often boast that you can produce a great proposal and design using ChatGPT and Canva.

Like General Manager X, Assistant A has absolutely no respect for professional expertise and is utterly incapable of self-reflection.

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In fact, this company has a very good foundation and a group of highly loyal customers.

These were built through the efforts of countless people.

As long as the systems were improved and a little more consideration was given to workers,

this could actually be a good company.

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Unfortunately, no matter how well the predecessors did their jobs, with a foolish ruler and treacherous ministers, the company can only head toward destruction.