Workplace reviews and discussion: 華貿電機股份有限公司

陳季鴻 = 陳俊杰

The things the company will never tell you

(True insights from internal employees)

【Salary and Year-End Bonuses】

You must wait until the “7th” of every month to receive your salary.

Most employees receive less than one month’s worth in year-end bonuses; some employees even receive “NT$0.”

The performance review system is merely a formality; actual payouts are unrelated to performance.

The amount of the year-end bonus depends entirely on the general manager’s mood and preferences, with no system whatsoever.

【Hiring and Company Policies】

The company is extremely “fond of layoffs,” especially when it comes to senior employees.

To avoid paying severance, it often uses workplace bullying to pressure employees into resigning.

There is no promotion system and no substantive salary adjustment system; everything depends on the attitude of senior management.

Senior employees are not valued, while new hires often have higher starting salaries.

The company treats employees as replaceable “resources,” believing that as long as it has money, it can find replacements at any time.

The “system” appears to exist, but in practice everything depends on personal relationships and individual emotions, with no transparency whatsoever.

【Culture and Management】

The company atmosphere is quiet and deserted—not because it is expanding, but because turnover is extremely high.

Nearly all managers are parachuted in from outside, leaving frontline employees with virtually no hope of advancement.

The company’s average employee tenure is less than two years. Long-serving employees either resign or are forced out.

The company neglects its culture and the transmission of experience; the management team lacks practical ability and vision.

It is a typical family business. The second-generation successor has no management experience, and the entire company operates under a “one-person rule” model.

The general manager cannot accept differing opinions. Everything is based solely on personal subjective judgment, without institutional support.

【Events and Benefits】

The top prize in the year-end banquet raffle is only an NT$8,000 red envelope. It appears lively on the surface but is actually stingy and merely for show.

The essence of the year-end banquet is to “thank the distributors,” with no connection whatsoever to appreciating employees.

The employee trip is actually the boss’s private itinerary. It requires employees to use their holidays, including Friday through the weekend; those who do not participate even have personal leave deducted.

On the last working day before the Lunar New Year, the general manager is always the first to leave, while employees remain until the very last moment.

【Work Culture】

It is called a “responsibility-based system,” but in reality it is a high-pressure system. Although leaving on time is ostensibly allowed, employees who do so are actually labeled and placed on a blacklist.

The management department has a great “sense of humor.” It is inconvenient to say more; anyone interested is advised to experience it for themselves.

🧾 Conclusion

This company is not without policies; rather, all of its policies exist merely for appearances.

What it truly lacks is the most basic respect and trust for its employees.

Employees’ contributions receive no substantive rewards, the company has no genuine intention of implementing its policies, and the overall culture has been reduced to oppression by senior management and a self-centered management style.

If you are considering joining this company, think carefully:

Are you willing to stake your time and career on a company like this?