奔騰物流系統股份有限公司

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Because of the high-pressure management, never trust your colleagues—everyone is only looking out for themselves. After the company restructuring, the vice president of the Services Department seemed to live in their own world and had an extremely selfish way of thinking. The people who remained were either senior employees or those who muddled through and coasted, making it difficult to recruit newcomers. Those who joined could not be retained, creating a vicious cycle. You would soon discover that the vice president radiated an aura of brilliance, always keeping busy and making you feel that they were the most capable person. In reality, they provided little help with the actual work. The colleagues around you kept changing, and eventually you would have to take on multiple roles. Then you would learn to protect yourself and quietly resign. This is the culture of Pentium’s “excellent enterprise.”

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1. A company with a complete-responsibility system; since joining, I have not been able to leave work on time even once. Even on inventory-counting days, which are advertised as allowing employees to leave on time, I still have not been able to leave on time.

2. It is common for them to announce a meeting just as the workday is about to end. Meetings last at least 40 minutes, and sometimes the manager will barge in and extend the meeting even further.

3. Senior management lacks integrity. The performance bonuses that were promised were not paid in the amounts they should have been. (According to the senior manager in question, these bonuses are extra, and employees should be grateful to receive anything at all.)

4. People resign every few days, and nearly all new hires end up leaving. I have never seen a company with such an outrageous turnover rate.

5. The actual year-end bonus is approximately 1–1.5 months of base salary. The company's annual revenue is reportedly 400 million.

6. The internal systems are chaotic.

There is a high degree of freedom at work; there is no need to clock in, only to inform them of your schedule by phone. The main job is repairing electric forklifts. Each month, you must meet the monthly targets and complete the required number of maintenance jobs to receive bonuses.

Work location: Almost always repairing equipment directly at customers’ sites

Salary: Base salary of 23,000–25,000; total monthly pay of 30,000–50,000; bonuses make up a significant portion

Culture: The company really likes holding meetings and one-on-one discussions, whether for reviews or performance. You can learn the art of conducting meetings.

P.S. The repair manuals are almost entirely in their original English, so your English will improve quickly.

1. The boss says engineers are under a responsibility-based system (without applying for approval), so overtime pay is not provided because bonuses are better than overtime pay.

2. The boss says annual leave is something employees should plan for themselves. Unused leave is not compensated, but it will be paid out when you resign.

3. If the monthly maintenance work is not completed, there will be review meetings and one-on-one discussions. As for statutory holidays, just see how it goes; if you do not want to be called in for a discussion, come in and volunteer to work overtime.

4. For the calculation of the work-hours bonus, you must accumulate 100 hours each month to be eligible for the bonus. (Repair hours recorded on work orders only count if approved by a supervisor; these are not regular working hours.)

5. If an employee stands out too much, they will receive special attention, and all of their work duties will be reviewed to determine whether they are reasonable.

6. The company is in the service industry, not the repair industry. The customer comes first in everything; offending a customer means jeopardizing your bonus.

7. The head of the repair department has said: “Deducting wages is illegal, so I will not do it. Deducting bonuses is legal.”

8. Please do not tell your coworkers or supervisors your personal thoughts or complaints, because you may be betrayed and called in for a discussion. You must think positively to survive.

9. Supervisors do not trust employees. They will always verify things; this is a traditional part of the company culture.