Workplace reviews and discussion: 康翔科技股份有限公司

After all, the Avengers need teamwork, while S Company seems to need a management overhaul. 😑

You join under the name of X帆 Company, only to find yourself starring in a workplace survival reality show about multilayered outsourcing of engineers. All I can say is: even if the Avengers came, they probably couldn’t save this kind of management culture. 🙄

The most memorable person was HR Lynn, who handled complaints very patiently—so patiently that she would relentlessly press for details, while deliberately obscuring the complaint itself. She said that everything would be kept confidential and that no one would know it was you, but the actual investigation would let the relevant parties know. “Confidentiality” apparently means “limited anonymity”! In the end, things not only failed to improve but actually got worse. 🤡

Whenever problems arise, they never answer directly and always respond beside the point; yet when something happens to other employees stationed at different locations, the company seems to have absolutely no idea. Management information is less stable than YouBike, and decisions bounce around more wildly than a rubber ball. Pay particular attention to Jack, Stanley, and James. 🎾

The company places great emphasis on processes, yet supervisors are the ones who follow them the least, dragging approvals out until the very last minute. Meetings follow one after another; besides the weekly regular meeting, there are all kinds of unnamed meetings. Important work never gets finished, like a fried hand-cut steak—tough and difficult to chew—and in the end you still get criticized for your time management. Supervisors assign work according to their mood, lose control emotionally and yell at people in public, yet cannot necessarily identify the problem specifically.

New-hire training is even more remarkable: explain something once, then expect you to figure it out yourself; ask questions and they find you annoying. Veteran employees may not be willing to train others, but they are very good at assigning blame when something goes wrong. The company’s image is packaged as grandly as a Boeing aircraft, while its actual internal management is like an airplane encountering turbulence. ✈️

The salary and benefits are also moving (moving enough to make you cry 😭): high demands, low pay, and few benefits. Performance reviews depend on whether the supervisor likes you; apparently, the ability to say nice things matters more than the ability to do the job. Even long-serving full-time employees may receive worse treatment than new hires or hourly workers working the same hours.

The most ironic part is that the complaint mechanism, management system, and employee care can all be packaged beautifully, yet when something actually goes wrong, there is no concrete improvement to be seen.

The company should get its internal management in order before talking about its corporate image.