Very easygoing—just push everything onto Sales. Since everyone is only “helping” the Sales Department, do it when you feel like it, and if you don’t, yell at Sales and tell them to figure it out themselves.
If Sales has too many problems, just call them idiots.
Who told the customers they’re Sales’ responsibility? Who told Sales to sell the products? What does that have to do with us? We don’t have to face the customers, and we’re not the ones getting yelled at. We don’t have sales-performance pressure either, so it’s enough to collect a paycheck while doing as little as possible.
It’s basically just a Taiwanese company. After all these years, there are only two months of year-end bonuses and no profit sharing. Sales works themselves to death, while other departments think they’re merely “helping” Sales (then why hire them at all? Sales might as well do everything themselves).
There are also managers who only know how to undermine their own people, teaming up with managers from other departments to bully employees in their own group. No wonder people keep leaving even though the headcount is already so low; efforts by other team members to retain them are useless.
Especially the manager of a certain department: whenever there is a customer complaint they can’t resolve, they tell Sales to stop doing business with that customer, as if they were the boss. Sales has to get their approval even to ask a question; if they can’t answer, they criticize the question as “low-level,” or even call people idiots. They can even choose which Salespeople they will or won’t help. The boss told them to fully assist Sales in resolving problems—do they treat that as a joke? Did the boss hire them to undermine Sales?
During meetings with customers, this manager needs an interpreter because they can’t understand English. They also can’t answer customers’ questions in English, yet they lash out at Sales—is this a case of taking their embarrassment out on someone else?
The customer said there was a problem with direction A, but this manager insisted that Sales give the customer a report revealing that the real problem was with direction B. Is their judgment really that poor? Is this their first day in the workplace—publicly exposing their own weaknesses?
They always think from the supplier’s perspective, telling Sales not to bother the suppliers, as if they had forgotten whose payroll they are on.
Or are the suppliers paying them too?
They are best at privately making trouble for Sales, acting obedient in front of the boss, and using their position to pressure Sales—then forgetting that they aren’t the head of the Sales Department.
The boss should take more seriously the problem of certain senior managers using the hierarchy to bully others and should discipline them instead of letting it continue.
Understand and fully support the difficulties faced by frontline and new employees. If the company wants reform and new talent to join instead of continuously losing staff, and wants to stabilize morale, it must deal with these senior managers who say one thing and do another.
They should understand the importance of sharing benefits. Sales should have shared performance incentives. Times have changed, and if the company wants young new talent to join, it should improve its benefits and workplace atmosphere.
How about having the courage to admit that you’re the person downstairs who plays mobile games at work, skips important meetings, fails to submit the reports required by your supervisor, and even ignores your supervisor when they ask you to attend? Aren’t you the one who often bangs on the desk and cries in the office? Aren’t you the one with emotional problems? Or are you going to present evidence on this forum to show everyone what kind of person you are?
Has shortcomings
The atmosphere is fairly pleasant, and most colleagues are easy to get along with… at least those who actually do their jobs won’t play palace-intrigue games with you.
If you want to learn, everyone is quite willing to teach—but you have to ask someone who really has sense (usually not the kind of person who speaks very loudly and insists that everyone listen to her opinions).
There are people who get things done, of course, and there are also people who don’t—and unfortunately, the latter… well.
There’s no point going into too much detail, but the company probably lost around 10–14 people in the first half of this year (when the company had the most employees, there were a little over 50), more than half of them from the sales department.
The reason people left was that the sales manager had very poor emotional control and was extremely controlling. She told a new employee who had already submitted her resignation, “Finish up today and get the hell out of here!” (In fact, the employee’s resignation date was only three days later, and no one had yet been found to cover her work.) She also once accused, without any evidence, a salesperson who had been there for over a year of browsing non-work-related websites during office hours, then made him sign meeting minutes stating, “If you do it again, you’ll be fined NT$10,000.”
Absolutely outrageous.
(As for the person involved? He refused to sign and submitted his resignation letter that very day.)
Overall, I wouldn’t say this is a company worth joining. But after having stayed here for so long, I can’t completely say there were no pleasant memories either, so I’ll give it an average rating.
None
They called and said they wanted to conduct a preliminary phone interview. You would expect the person responsible for the interview to be from HR, but instead they tried to extract a whole bunch of business secrets—for example, how your previous companies set their prices or calculated their gross margins. Even after you said you couldn’t disclose such information, they pressured you to answer. The questions they asked were also completely nonsensical, and they made uninformed comments while pretending to understand. It was utterly unclear what they were actually interviewing you for. After asking all their questions, they said they would report the results to the manager and notify you about a second interview, but in the end they simply ghosted you. It’s hard to tell whether they genuinely had an opening or were using recruitment as a pretext to steal business secrets. Please be especially vigilant.
Convenient location
Before joining, first consider whether you have a strong ability to make friends rather than strong work capabilities.
When you report the lack of manpower, the supervisor will only say to inform the team leader in advance and ask the team leader for assistance.
There is a team leader on your team. After you join, they will tell you that if you cannot finish all the shipments, you can ask them for help. However, once you ask for help, they will start saying privately that your work abilities are inadequate. Your supervisor will also only ask your team leader; your opinions and concerns will basically not be taken into consideration. Your team leader is essentially doing this for extra pay and promotion: they will take all the credit for themselves, spread rumors that there is something wrong with you, and shift mistakes onto you.
The shipping process has many problems. I will not go into detail because of confidentiality concerns. When you report them to your supervisor, they will only say that they will report them to upper management and that improvement will take time. However, these problems have existed for years without being resolved. Basically, do not expect too much from your supervisor’s ability to handle these issues.