全家國際餐飲股份有限公司

Superb~ One person can do the work of ten.

Senior management—As the organization’s highest-level professional managers (though not truly, genuinely professional), their selective fairness in resource allocation and decision-making has seriously damaged frontline morale. Their inability to keep things even not only reflects the limitations of their leadership perspective, but also exposes the fatal weakness of lacking the courage to take responsibility for major decisions.

Second-level management—Since taking over, their management approach has clearly become seriously disconnected from employees’ expectations. The professionalism of a leader who can rapidly consolidate collective resentment and cause frontline morale to collapse is highly questionable. If the department no longer serves as a bridge but merely as a power tool for creating conflict, the organization will face talent loss that will be difficult to repair.

Physical Retail Expansion Center—It is currently trapped in a vicious cycle in which internal power struggles outweigh expansion efficiency. If members’ ability to assess market trends has reached an impasse, and they can only conceal the reality of low output through internal attrition, talent replacement should be initiated. The organization does not need stagnant members who only engage in internal conflict and are unable to drive physical growth.

Operations Front-End Strategy Group 1—This unit adopts unstructured management of data and vendor records, creating serious information monopolization and risk concerns. Refusing to retain traceable work records demonstrates extreme disrespect for the organizational system. This arrogant approach poses a major threat to the company’s operational continuity.

Operations Front-End Strategy Group 2—It currently relies too heavily on established patterns of historical cooperation and lacks sensitivity to market supply prices and new technologies. During organizational transformation, if it relies solely on seniority while ignoring supply-chain optimization, this operational inertia will turn into substantial hidden costs. The loss of market competitiveness caused by stagnant procurement thinking should be treated with caution.

Logistics Engineering and Equipment Support—The maintenance unit lacks basic coordination capabilities and oversight authority over subcontractors. The persistently slow pace of repairs reflects weak logistics management. This uncontrolled waiting cost is directly undermining frontline operational competitiveness.

Knowledge Development and Practice Integration System—This training function is currently operating in a parallel universe from the store floor. The courses provided are completely unable to address practical operational pain points, leaving trainees to find their own way after completing the courses. This ineffective allocation of resources is an enormous waste of organizational development resources.

The above content consists solely of personal subjective impressions based on observations within the organization and workplace experience. It is intended to provide reference suggestions regarding business operating effectiveness and contains no intent to name or defame any specific individual. The content is commentary on the logic of organizational operations; any resemblance is purely coincidental.

The above content consists solely of industry observations and notes from organizational management research, intended to explore general business risk avoidance. It is not intended to refer to any specific legal entity or natural person.

Basically, they do all sorts of strange things. The senior managers can spend ages in meetings without getting to the point, and they can’t make a decision on anything.

Being listed on the emerging stock market isn’t anything special either. There are many stores, but performance is poor, so it’s still just as bad. How do you stop the losses? Closing stores is the quickest way~

Basically, if they can push a task to another department, they will; if they can avoid doing it, they won’t. Talent is always buried at the very bottom. If you want to move up, wait until that group of people from X retires before thinking about it. To be honest, even those who came down from all of X aren’t particularly capable....

If you’re hoping for a promotion, forget it. You’d be better off looking for a good job elsewhere.

All colleagues have hands, feet, eyes, noses, ears, and mouths

The head office has beautiful decor

There is no spirit of teamwork; managers each do things their own way, and some employees lack patience with newcomers

Overtime pay is calculated incorrectly and underpaid

Environment: The store environment is cluttered. The office is only about one ping in size and can accommodate only three people; any more and it becomes as crowded as the MRT during rush hour. There are no personal lockers, break room, or changing room.

Japanese on the surface, Taiwanese at the core; the list of grievances is endless

Suggestion: Run while you can

No pros.

1. Everything comes from the FamilyMart system under Family International Catering. Even after 10 years of management, it is still just as “awful.” They should remove those unprofessional people and bring in professional talent instead of continuing to send people from upstairs down to occupy positions.

2. The expertise of these old-timers is really even more “awful” than that of the professionals. Each one is better than the next at shirking responsibility, and they only do things that are barely helpful.

3. Even for overtime, you have to submit an estimated overtime form in advance. After submitting it, there is still a bunch of complaining, and leaving on time also brings a bunch of complaining.

Finally, my advice is this: if you are thinking about working here, really think carefully about how much of your life you have left to be tormented.

You can really keep looking for jobs elsewhere.

Although it is an office-based position at headquarters, you can visit the branch offices, so you don't have to stay in the office all the time.

If your supervisor doesn't take a liking to you during the initial interview, you're blacklisted for good, and everything you do gets criticized. Many of your supervisors and colleagues got their positions through connections; if you don't have connections, it's easy for you to get blacklisted too. Even if you do a good job on a report and receive praise from upper management, your supervisor will still use it to criticize you, saying: “I've noticed that you won't stop until you do everything well and finish it, is that right?!”

In short, this is by far the most absurd company I've worked for. After memorizing your résumé, they spend every weekly meeting picking on you. Ridiculous!