Workplace reviews and discussion: 富比庫股份有限公司

I currently work at Fubiku and would like to share some firsthand work experiences, offering readers another perspective when considering online reviews.

In psychology, there is a concept called the “negativity bias,” which means that when people are dissatisfied, they are more likely to feel motivated to speak up. Conversely, when they are satisfied, they are less likely to proactively share their experiences. As a result, reviews on platforms tend to amplify negative voices while overlooking everyday positive experiences.

1. Friendly team atmosphere:

Whether across departments or within the same department, everyone is willing to help one another, proactively discuss issues, and find solutions.

The attitude of saying, “That’s not my job,” is rarely seen.

2. Emphasis on team growth and a learning culture:

A study group is held on the final day of every two-week development cycle (Sprint). For example, a recent book, *Shall We Organize Things First?*, explored code refactoring techniques. The books were purchased personally by the manager and distributed to every team member, with the hope that everyone could grow together and improve their IT literacy.

3. Willingness to self-reflect and improve:

Regarding past or existing problems, the company is willing to face them directly and make gradual adjustments.

There is ongoing motivation to optimize ways of working rather than simply maintaining the status quo.

4. Room to exercise professional expertise:

There is a certain degree of autonomy in development and technology choices, allowing engineers to try better solutions.

5. Free English conversation classes:

The company provides free English conversation classes, giving employees the opportunity to improve their foreign-language skills. This is particularly helpful for those who need to work with overseas customers or teams.

1. Historical issues still remain:

Some of the situations mentioned in negative reviews did indeed exist, and certain areas are still being improved.

Some processes and systems still have room for optimization.

2. A past “disposable chopsticks” phenomenon and high turnover:

For a period of time in the past, the company had a high employee turnover rate, resulting in technical discontinuity and difficulties with knowledge transfer.

However, recently, with the new manager introducing more comprehensive systems and bringing extensive experience, this situation has improved significantly. Technical accumulation and handover processes have become more stable.

3. Differences in experience between departments:

The friendliness of the culture and the impact of learning activities may vary across departments.

However, managers encourage cross-departmental communication so that teams can learn from each other’s strengths.

4. Communication efficiency still needs improvement:

There is still room to help more people understand the full picture when clarifying requirements, communicating information, and explaining decisions.

5. Unclear promotion system:

A system is currently in place, but it remains to be seen whether it will be implemented effectively.

Conclusion:

Fubiku is not without its shortcomings, but it has a culture of facing problems and promoting improvement, along with colleagues who value teamwork and learning. The previous issues of high turnover and technical discontinuity have improved as management systems and staffing have stabilized. To me, this is an environment where I can both apply my professional expertise and continue to grow.