The company sincerely appreciates everyone’s feedback and opinions. We deeply apologize for the negative experiences you have encountered in the workplace. The company is actively working on improvements internally. We also ask everyone to give the company an opportunity in the future to create a friendly environment and a happy workplace!
Sincerely,
Cloud Lifestyle HR
We are continuously improving! Thank you!
None
The Administration Department = a dumping ground for miscellaneous tasks and shitty work
You do the most work and get paid the least
Don’t even dream that anyone will help you share the workload or teach you, because your predecessor has long since left
I heard they recently opened a position...呵呵
The duties include administration, general affairs, and warehouse management. How impressive—the salary ceiling is only 32K... Go ask a ghost to do it.
Whatever you do, don’t degrade yourself
The managers do certain things out of necessity for the company’s peace and good working atmosphere, but it is all for the good of the company—the will of God, which must be obeyed.
The managers are all very kind and place great importance on every individual. Whenever someone leaves, it makes the managers very sad. The managers also attach great importance to the opinions of departing employees. Everyone is a partner; it is simply that our positions are different.
The sales team checks IP addresses—very powerful, too powerful. They are even willing to stay in the cloud as sales staff. Thank the Lord; everything is a gift from God.
The supervisor is often absent, so if you want to slack off, you can slack off.
Those ten-dollar drinks upstairs are not an advantage at all—please think twice. They are all benefits fees deducted every month, so how are they an advantage?
The advantage of working here is that you can enjoy yourself at work: sleep when you want to sleep, watch YouTube when you want to watch it, and not worry about people saying you are slacking off—because there are plenty of people who slack off more than you do.
The boss wants to be a people-pleaser and hired a bunch of people, thinking they would help him get things done. In the end, whether they actually work is unclear, but they are definitely good at causing trouble.
I remember when I first joined the company, I was full of anticipation and enthusiasm for the job. Some people would even tell me, “If you do a good job, I’ll put in a good word for you with the boss.” I thought everyone was very familiar and close with the boss.
The company’s internal power structure is mainly divided between the Development and Sales departments.
The supervisors on both sides dislike each other; during meetings, they accuse each other of not understanding things and not taking their work seriously.
The domineering Sales supervisor likes to bring strong religious overtones into the company culture. Perhaps it is well-intentioned, but I really must respectfully decline this goodwill.
After interviewing someone, if they simply dislike you, think you are not obedient or dog-like enough, they will say you lack ability and use their rhetoric to make you leave on your own, saving them a severance payment.
In my view, the Sales team does not go out to pursue business and slacks off every few days. Before the Development staff have even eaten, Sales has already bought lunch boxes and started shouting, “I’m going to start eating!”
The Development department has plenty of problems too. If someone takes a dislike to you, they will dump a five-star kitchen-sized black pot on you—that is, pin all the blame on you.
They handle things based on the person rather than the issue, seriously delaying work efficiency. After all, they will not be the ones taking responsibility if something goes wrong.
The PM has the title but does not perform the role—not merely because they do not do it, but because they do not know how.
When something goes wrong, you can always get away with it by shouting louder than everyone else. If that still does not work,
then shout even louder.
Fresh graduates entering the workforce are still welcome to come in and test themselves, honing their ability to withstand pressure and their mental state. If interested, you can also ask the company veterans. The longer you stay, you may not necessarily become more capable, but you will definitely become better at pretending—or perhaps even pick up a bit of agility.
There’s a real-life soap opera to watch
The parent company is making money, so there’s no need to worry about the company shutting down
Raises depend on sucking up
They throw money around on salaries—if you dare to name your price and can put on a show, you’ll get through the interview
A fake startup that’s really a traditional industry company
The coffee isn’t good
There are so many products that can’t be sold, it’s scary
NT$10 drinks
Good location, convenient transportation
Heaven-sent underground supervisors keep appearing, each invoking the boss’s name. If you disagree, they pick a fight and force you to take sides.
They bring in senior engineers to mentor newcomers, but they spend all day floating around doing nothing and do not even understand the product or know how to read the specifications. All they can say is that the architecture needs to be changed. In the end, they still bring in another outsourcing vendor to do the work. They change a calculation, deploy it directly without testing, and bring the system down. Once it crashes, they pretend nothing happened, then tell subordinates junior to them to clean up the mess. They never have to take responsibility; the company shields them whenever there is a problem.
PMs are not there to coordinate. They ruin all the vendors that had been working with us, then bring in a theoretical outsourcing consultant and pay them to come in and work. In reality, they just come in and sit around. In the end, the two sides only end up hurting each other.
Business development and marketing are out of sync. They deny everything they agreed to afterward, do not even know the product positioning, and can only say that the product cannot be sold. They find some small side channels to pad their performance figures while leaving the core products to languish. They say one thing on Mondays, Wednesdays, and Fridays, and do another on Tuesdays, Thursdays, and Saturdays.
Middle- and lower-level employees spread internal information everywhere.
Rumors keep chasing one another, and groups are created all over the place.
The company wants systems and procedures, but senior management keeps letting everything through. How can frontline staff enforce any standards?
There is absolutely no sense of unity—come and conquer!
Comfort zone:
I sincerely recommend it to anyone who wants to slack off. Just make your acting look convincing. There is a salary increase every year, though it won't be very high, so it depends on whether you want to put on an act.
Basically, managers and above hardly do anything. When something goes wrong, they only use emails to protect themselves or avoid responsibility by pushing it down to their subordinates. The vice president is an old-school exploitative boss and, even worse, a two-faced person. Whenever something happens, they never deal with it; they only show up to make their presence felt after upper management comes to ask about it.
The department has serious infighting, and they won't step in to mediate. If you tell them there's a problem, they even say it's a good thing and will promote the department's development—a kind of healthy development. (I was almost left speechless.)
The PM isn't really a PM but a warehouse clerk. They say one thing to one person and another to someone else, badmouth people everywhere, and yet have no real expertise themselves. They spend all day putting on an act and pretending to be busy. They make engineers do their work, accept requirements indiscriminately, and when you question the purpose of what they're doing, they only say it was requested by Sales. For example, Sales asks for feature A to be changed into feature B, then two or three months later asks you to change B back to A. If you question them too often, they'll badmouth you everywhere. When you go to integrate with the company's testing system and modify the code, the PM tells others that you went there just to fool around and enjoy yourself rather than work. When discussing programming issues, they come over and claim that they used to write code too, but all they ever do is show off with if-else statements and for loops. Everyone who hears this thinks to themselves: If it's that simple, why don't you come down and write it yourself? Or if it really is that simple, why did you change careers?
The PM's KPI standards are, to put it mildly, 87 out of 100 and no higher. Every issue is worth one point regardless of how difficult it is, while adding a feature is worth ten points. When work is assigned, someone else may have hundreds of issues, and merely changing the UI font color or size can count as dozens of them. If you're only assigned feature integration work, your KPI will lose out to someone who only adjusts the UI font color or size on these minor issues.
When there is an exhibition, the PM hasn't properly discussed things and tells you to demonstrate certain features. When you say they are still under development, they change their story and say it only needs to be placed there for reporters to photograph. Once you arrive, you discover that the other party really does want to demonstrate that feature. The key point is that the whole company knows it is still in development, yet they still dare to demo it to reporters. I don't know whether the Marketing Department lives in a different parallel universe or simply comes to work without a brain. In the end, the engineers have to shoulder everything. You can only say that the PM is an important employee of the company: despite working like that, they can still remain there. Management says good PMs are hard to find, but Raymond, how many good PMs have you driven away? ==
Summary: No matter how much you do, no one will notice; they'll only think it's what you're supposed to do. When problems arise, the people who actually do the work are always the first to take the hits. That's why people who work hard leave quickly, while those who do nothing or spend all day putting on an act survive longer. When problems occur with the PM, they only protect the PM because PMs are hard to find.
Taking leave is fairly flexible.
Most colleagues are easy to get along with.
The internal culture is terrible. Getting a raise depends on currying favor with people; obedient and compliant employees are considered good employees. Capable people are always worked to death and still criticized, while incapable people occupy high positions and receive high salaries. For example, Ms. A, a sales manager, has so much power for merely being a sales manager that she can interfere with every department in the company. The sales department has no bonus system. Otherwise, they keep driving people away and then continuously interviewing new sales hires. They also use purported goodwill to semi-coercively persuade others to accept Christianity, turning the company into a place filled with religious overtones, with prayers taking place there all day. The sales assistants apparently also rely on their seniority: when customers report problems through sales staff, the sales assistants only give orders and tell customer service to handle them. They do not even dare take basic responsibility for handling matters, and only tell others to do it. Relying on being the manager's favored employee, they feel entitled to criticize and gossip about others behind their backs. Because of staffing arrangements, the company requires employees to work on holidays to provide support but refuses to pay overtime, using persistent pressure to claim that compensatory leave will be provided instead. The supervisors are incompetent and work their subordinates to death; no matter how many things go wrong, it is never the supervisor's fault.
Most colleagues are around the same age, so we get along well. We can order afternoon tea, and the senior managers often travel abroad—which is great for them.
The receptionists and administrative assistants are very judgmental and treat people differently, being warm or cold depending on who they are.
Vice President A is only willing to maintain superficial harmony. No matter how terrible the incident or dispute, they gloss over it and do not address injustice or unfairness—it is simply a matter of having the right blood ties.
Vice President B only knows how to play the good person, but is actually very troublesome.
Vice President B's wife merely has the right identity card. Based solely on personal preference, she summarily dismisses all good-looking male newcomers. She has no ability and only knows how to give thanks and praise to the Lord.
The programming team produces nothing and spends all day fighting internally and replacing people. They bring employees into meeting rooms to discuss how incompetent they are. The sales side spends all day stealing—stealing money, time, and trust—and is no different from the managers: smooth-tongued and ingratiating.
Those above and below join forces to prey on one another.
When the upper beam is crooked, the lower beams are warped too. Unfortunately, the upper beam will not be replaced.
Close to home
There are NT$10 drinks available
A certain deputy executive director always insists on being the nice guy and only blames the people under him, completely disregarding employees’ suggestions.
A certain senior manager only wants to mess with people instead of working on the product. To this day, not a single thing he promised has been delivered, yet he still wants to manage people and the product?
There’s no need to say more about a certain PM/QA.
The other departments probably have traditional mindsets. A certain person A has no business ability at all and spends all day trying to take advantage of employees. He managed to drive three or four people away within two months, and said each one lacked ability. Who interviewed them, then? They scrutinize employees instead of reflecting on management? No wonder the company can’t improve.
Working hours are somewhat flexible, and most employees are newcomers who are easy to get along with.
However, only those younger employees and a small number of engineers are relatively friendly.
When the generals are incompetent, the entire army suffers.
It’s a real shame that this company doesn’t have a good leader.
The old-timers like to curry favor and don’t actually do any work, yet they are greatly favored by their supervisors.
Most outrageous of all, there is no toilet paper in the men’s restroom; when you need to use the restroom, you have to go to the front desk to get some.
It feels like there is very little privacy.