The company is in Tangcheng, so there are plenty of places to eat downstairs, and you don’t have to go out in the rain to buy food.
First, the name of this company on the recruitment website is “吾蜂美味集團”
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1. One company executive’s persona could roughly be described as the “physical-interaction type” (sexual harassment).
I was once touched on the back of the head without warning during a meeting, and the disgust I felt has never gone away. Other female colleagues have also said that he touched their heads and thighs, and have seen him tugging and play-fighting with female colleagues. Such an extensive “record of interactions” has had no impact whatsoever on his career development; he still sits securely in a senior position to this day and could be called one of the company’s fixtures.
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2. Raises are difficult, but YouTube runs smoothly.
One manager really likes telling you, “Your abilities aren’t at the level required for a raise yet.”
After a while, you start wondering whether the company’s KPI is “always just a little short.”
However, seeing him frequently immersed in the wonderful world of YouTube, with quite a collection of embarrassing artistic-aesthetic images saved on his computer, suddenly makes you feel that perhaps everyone has their own area of expertise. It’s just that his expertise doesn’t seem to have much overlap with his work.
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3. The density of surveillance cameras in the company rivals that of a reality show.
If you accidentally raise an issue with the company, you may quickly receive a “one-on-one check-in,” even if what you said is factual. Here, freedom of speech is a legendary piece of equipment; if you want to experience an immersive management culture where “every word may be overheard,” you’re welcome to join.
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4. The most inspirational sentence every year is: “You’ll get a raise if you meet your KPI.”
And every time, I worked very hard to believe it. I met my KPI every time, but in the end received only two raises, one of which was just a three-digit amount. It gave me a profound understanding of what it means to “value participation.”
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5. The company’s layoff list is updated as quickly as software versions.
Over time, I saw more than ten colleagues leave. Quite a few simply happened to be the wrong type for the new manager after their department changed managers. Working diligently is certainly important, but sometimes it matters less than a manager’s first impression.
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6. The most stable thing about the company is that it is always changing.
On average, the organization is reshuffled once every six months, and moving desks has long since become routine. The truly thrilling part is that every organizational change means having to readjust to a new manager, new KPIs, and a new management style. As for the KPIs your previous manager asked you to work hard to achieve? …Leave those to your memories.
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7. The company’s internal power struggles are as entertaining as a palace-intrigue drama.
Do you think you can stay out of trouble by keeping a low profile and doing your own work well? Think again. If your manager is eliminated in the internal power struggle, you, as their subordinate, may very well be packed up and shown the door along with them.
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8. The most important ability in the company is not work ability, but managing upward. Here, ability determines workload, while managing upward determines your survival rate; those who are better at managing upward not only stay longer, but also have a chance to rise all the way to the ceiling.
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9. Payday is also a kind of surprise.
The company regularly pays salaries on the 10th of every month, but if it happens to fall on a holiday, congratulations—payday will be postponed. Once, the 10th was a holiday followed by a national holiday, and in the end I didn’t receive my salary until the 14th. While other people’s salaries are deposited early, here you get to experience the feeling that “even salaries need to take a long weekend.”
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10. Being somewhat familiar is fine; being too familiar is not.
The company places great importance on team cohesion, so it organizes activities frequently and doesn’t forget to arrange gatherings on holidays. Whether you attend or not can sometimes make you feel the full weight of their “expectations.” What’s strange, though, is that when you have lunch with a few colleagues you are relatively close to, you may instantly unlock the label “clique,” and from then on your presence on the radar rises sharply. The proper distance for teamwork is probably being familiar—but not too familiar.