雲門舞集舞蹈教室_雲門國際事業股份有限公司

The colleagues are nice, and the children are adorable.

The NanX branch is terrible, especially Director XX. As a director, they can’t do anything, yet they question employees, form cliques, and lead the exclusion of employees.

Don’t come here—you’ll only waste your time.

You won’t learn much here, because the senior leaders in charge only know how to dance and know nothing about administrative matters. As a result, their decisions are completely unreasonable. They never evaluate or make adjustments from the perspective of students and parents; they only exploit frontline employees and dump the responsibility on frontline reception staff, instructing employees to deceive parents.

The director of the NanX branch is especially good at acting two-faced in front of the leaders and has no principles at all.

The senior leaders were transferred from dance-teaching positions. Because enrollment results were poor, they pushed all the blame onto the reception and administrative staff. What’s ridiculous is that here, it’s completely normal for one reception administrator to handle ten jobs, and they may even have to double as sales staff.

Senior management believes poor enrollment is the reception administrators’ fault. Since the reception and administrative department is responsible for promoting courses, they force all administrative staff to take dance classes. If you don’t, it counts as being absent from work; you have to keep attending until you manage to persuade a student to enroll (with no end in sight). Yet they refuse to change the prices, course content, advertising methods, or anything else.

They only keep making demands of the reception administrators and claim that every problem is their fault.

The reception administrators also have to perform multiple roles: manually adjusting class schedules, attaching textbooks, handling payments, restocking, replenishing toilet paper, manually taking attendance, stamping textbooks, moving equipment, supervising students in class, and so on. Each administrator has to oversee more than 20 classes while doing everything possible to retain every student. In addition, the reception administrators are divided into groups such as general affairs, course administration, and regional operations, but in reality, you have to know how to do everything because the titles are just for show and the job responsibilities are not clearly divided. And the directors and leaders here really don’t know how to do anything!

The demands are unreasonable in every way. For the sake of appearances, senior management requires that there be only three people at the reception desk, no matter how long the queue is or how long parents have to wait. It doesn’t matter how much work you have; later, they’ll scold you for not finishing it. It’s absolutely fucking infuriating.

Every six months, there is supposedly a Northern District large office meeting. But this so-called meeting is basically just a waste of time: you’re forced to dance, listen to the leaders talk about their recent physical condition, report meaningless enrollment figures, have a meal, and then it’s over. There is no review or improvement; things from decades ago continue to be carried out, and senior management will not listen to employees’ opinions, merely brushing them off. The pay is unbelievably low.

Even more bizarrely, every meeting—every single one—includes dancing!

Whether you’re willing to dance or not, all annual training sessions, meetings, and seminars force every employee to dance.

In the past few months, the NanX branch has just lost a whole bunch of reception administrators. If you’re going to join, you need to be mentally prepared.

The director doesn’t know how to do a damn thing and only whines and begs you for help. On your first day, they’ll make it seem warm and welcoming, but after a few days, you’ll understand.

Being nice to the director before resigning is useless. Once you’re about to leave, their attitude makes a complete 180-degree turn—so childish.

You’ve taken a perfectly good Cloud Gate and driven it to the brink of bankruptcy.

Free dance classes for employees

Overtime is compulsory, with only 1:1 compensatory time off

Chaotic management, unclear systems and procedures, and poorly defined job responsibilities

Disrespect for frontline employees’ professional expertise; vacancies at the frontline are not filled, while workloads are increased excessively without allowing pay raises

Middle and senior managers shirk responsibility when problems arise, use emotional blackmail, abuse their authority, make empty promises, and lack empathy

Many are immature, high-ranking figureheads who only issue orders; they rely on frontline employees for assistance while looking down on administrative work

When the leadership sets a bad example, subordinates suffer; junior employees should leave as soon as they get the chance

Colleagues get along well with one another, and the work environment is uncomplicated.

That’s the only advantage.

Those thick-skinned people will even ask colleagues who recently resigned to come back and help.

Managers are unfamiliar with and do not understand their subordinates’ duties. They only ask what happened after something goes wrong.

Some managers do nothing but talk, claim they are very busy, and dump a pile of tasks they are not good at onto others, forcing them to swallow them.

Moreover, some people’s positions come with a title but no authority; they are practically puppets. It’s utterly pathetic!

The managers at the top only live within their own echo chamber. The company waits until the very last moment to tell everyone about every major matter,

leaving people with no time to prepare or deal with it, and making everything rushed every time. They should communicate and inform subordinates in advance about how to handle things.

That is how you earn your subordinates’ trust—isn’t that what a manager is supposed to do? Instead, they make subordinates help the manager figure out how to deal with things. By the end, who exactly is the manager?? I really don’t know what the hell these old-timers discuss in their meetings every day....

To put it bluntly,

the leaders at the top do not value employees. They push people until they actually submit their resignation, then reluctantly try to retain them or offer them a little incentive.

Oh, right—there is no such thing as a smooth promotion path. The only smooth process is exploiting people until a bunch of them resign, while workloads increase and pay remains unchanged. What good is seniority?

The children’s smiles, the dance teachers’ kindness, and the colleagues at the affiliated branch are all good.

The supervisor is moody and constantly changes instructions. The colleagues are very arrogant; whenever I asked them about something I didn’t know, they would roll their eyes at me and scold me. Every day was an ordeal, and I was constantly on edge.

When the supervisor made a mistake, she would pretend nothing had happened and brush it off. The colleagues who got along well with her would also act as though it were no big deal. But when anyone other than those two made a mistake, it would be magnified and harshly criticized.

Whenever you make a mistake, you will be ruthlessly berated, regardless of whether any parents are present.

After I had worked there for two or three months, the supervisor suddenly told me near the end of the month that she wanted me to switch to a part-time student worker position the following month, saying that she felt I was not a good work partner and that I should just work as a student employee. There were only two days left before the beginning of the next month—is this really an appropriate way to notify someone? She felt I was not a good partner? From the time I joined the company until I left, I never received proper SOP training. There were no established procedures, overtime was assigned at short notice, the pay was low, and the workload and pressure were unbearable. The supervisor spent all day losing her temper with new employees! This was extremely serious workplace bullying.

Long-time employees bully newcomers simply because they have been there longer. Absolutely awful!

If you want to build up your ability to withstand pressure, come here and train!

I thought Cloud Gate was a prestigious brand, but I never expected it to have this kind of work environment!

At a review meeting after one trial class, the supervisor actually said that children with Asperger’s syndrome should not be allowed to attend classes. I still remember the extremely offensive analogy she used at the time: “We don’t want one rotten apple to spoil the whole barrel.”

At that moment, I genuinely felt that there was something seriously wrong with a supervisor who discriminates against people like that yet could remain at Cloud Gate for so long.

The Cloud Gate brand is truly being completely tarnished by these people.

The colleagues at the same level are very nice. It’s heartwarming to see the children’s bright smiles.

There are major problems with the workflow below. Even when issues are raised, no answers can be obtained. They can only be covered up.

Regardless of the position applied for, you ultimately end up doing on-site administrative work (working nights and weekends as well).

The managers at the top are all in cahoots with one another. The turnover among staff below is high.

Those with strong hearts who don’t mind the lack of systematic processes and having work and overtime randomly added can give it a try.

1) Colleagues are friendly and lively.

2) The children are adorable, and the parents and teachers are also very nice.

1) Overtime can only be exchanged for time off. Under the name of various learning and training programs, employees are required to work or attend events outside working hours.

2) Raises are slow, and the criteria are unclear. The year-end bonus is at most one month’s salary. For the three major holidays, each department gets one box of pineapple cakes or cookies to share, and sometimes there are more people than treats..... Occasionally, there aren’t even any treats. Then, after some time, you see a friend’s post and realize, oh, the three holidays have already passed......

3) Inefficient meetings—far too many of them. The values are lofty and detached from reality; it is commonplace for three hours to pass without reaching any conclusion, and the next meeting starts the discussion all over again.

4) The supervisors do not have much professional background, but they are very good at making sentimental speeches to delay employees’ resignations......

5) The systems are chaotic. Financial and administrative procedures are often different from one day to the next.

6) In recent months, a wave of resignations among entry-level employees, as if they were fleeing for their lives, has been taking place. If you join recently, you may find that only supervisors remain and there are no colleagues, so you need to be mentally prepared...........

The colleagues and dance instructors are all very friendly.

The training for new administrative staff is very incomplete. It is hard to imagine that a dance studio with a modest reputation would be so casual in guiding new employees.