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

Isn't the company's way of addressing criticism simply to lay people off across the board?

The management department has come out with a statement?

At a glance, it's obviously a standard PR statement, full of canned phrases like “we take this seriously,” “please send it to the HR mailbox,” and “improvement takes time.”

The problem is what?

After all that talk, not a single point addresses the issues.

Salaries, year-end bonuses, promotions, parachuted-in hires, and high turnover—

all completely avoided.

The facts are clear to everyone:

There are no bonuses for the three major holidays.

Most year-end bonuses are less than one month’s salary; some people even get 0.

Parachuted-in managers earn more than veteran employees, while long-timers still have to train them.

The salary adjustment system is effectively a sham; there is only room for negotiation after resigning.

Someone worked in sales for three years and received 0 in bonuses.

The CFO changed three times in one year. As for what is really going on behind the scenes with the financial statements, everyone knows.

Then the management department says, “We really value everyone’s voices.”

So what happens?

Isn't their method of improvement simply to lay people off across the board?

Those who dare to speak the truth are either frozen out or dealt with.

These problems are not minor flaws in any particular department at all;

they are all rotten fruit directly caused by decisions made by top management.

The management department is merely coming out to clean up the mess; it has no right to claim that things are “under improvement.”

So please, everyone, don’t let yourselves be manipulated by this narrative.

The reality is: the company culture has collapsed, and the systems are merely decoration.

As long as they aren’t parachuted in, employees are all treated as disposable once they have been used.