台灣大車隊股份有限公司

The interviewer was very polite, thoroughly explained the job responsibilities, and listened to the interviewee’s thoughts.

1. The work environment is very old.

2. During the interview, they mentioned that they would notify me within two weeks regardless of whether I was hired, but in the end, I never heard back.

Interview for Equipment Engineer

Working hours

9:00–18:00

12:30–13:30 lunch break; two days off per week; holidays on red-letter days

Year-end bonus: 1.5 months

Domestic travel every year

First, attend training in Taipei (it is unclear whether the expenses are subsidized)

The duration depends on individual aptitude

Outdoor construction work

Exposure to wind, sun, and rain

The interviewers were very polite—don't believe it for a second!

During the interview, they said overtime would not be required. In reality, almost every employee in the department works overtime every day, but there is no overtime pay. Some people even have to work an additional five or six hours a day. On top of that, whenever employees leave work late, the company pressures them to sign off on a reason for clocking out late. The only options are organizing their desks, chatting with colleagues, or handling personal matters. It is very strange that this clearly violates the Labor Standards Act, yet no one reports it.

During the interview, they said that employees could be evaluated and receive a salary increase after a three-month probationary period. In reality, because of staff shortages and a lack of SOPs, training and evaluations cannot be completed as scheduled, so employees have to wait more than six months to be evaluated and receive a salary increase.

Year-end bonuses and no professionalism

Young, pretty women with large breasts and short skirts, lots of sales staff, and high turnover, so you can admire many different types of women

PS: Does this count as a kind of benefit? Perhaps compensation after witnessing the mental and physical abuse inflicted by a female thug supervisor and a male thug supervisor?

You will grow under harsh conditions, see through humanity's primitive bestiality, evil, and greed,

and learn to protect yourself.

After leaving and entering other companies, you will thrive.

You may have the opportunity to meet like-minded newcomers to the underworld; after leaving, you may become comrades in arms and remain in contact.

If you have connections or relatives associated with the group, entering the underworld means someone is more likely to look after you.

The drawbacks described below can then be ignored, and the events described in the following drawbacks will not happen...........

Finally, this is dedicated to

the excellent employees who were once mistreated here and left.

You must learn to forget; do not let this place keep your heart wounded for too long.

After seeing through the warmth and coldness of human relationships, truly just forget it.

May everything go well in your next job.

Thank you to the people who protected me and gave me warmth during my employment.

1. The environment is dilapidated and filthy: illegal partitions in corrugated-metal buildings, plus working in a noisy environment next to a repair shop (it still leaks when it rains, and there are many rats).

2. The headquarters is in a remote location on Binjiang Street, where the traffic-accident rate is very high.

3. The corporate culture is very much like a gang: verbal abuse from senior and junior bosses is the most basic greeting. If you are willing to endure it and stay long enough, perhaps you can become a minor supervisor?

Or follow a small leader to siphon off a little of the group's money, provided you can hold out, becoming part of the unit's organizational accomplice structure.

4. Remember to clock out on time, but continuing to stay and work overtime is the norm, from 9:00 a.m. to 10:00 p.m.

5. There are many people under the king. Learning to flatter and making sure your appearance is pleasing to them are important; if you are intimidated as soon as you join, remember to lower your head first.

6. Most department assistant managers are people transferred from call-center customer service, sales, the marketing department, digital integration and payments, or public-relations planning. Reasonable demands are called training; unreasonable demands are called refinement. If you do not die and manage to hold on, you may work your way from a street punk to a local gang boss.

7. Remember to prepare a recorder before reporting for work (there is a 100% chance of labor disputes, workplace violence, and needing mediation or settlement—whether you want to fight is another matter). Before joining, study the Labor Standards Act carefully, or have some lawyer friends or underworld brothers, so you do not suffer losses and leave after being threatened and intimidated.

8. When employees tested positive during the pandemic, an email was not sent until a week later. The email told everyone to keep quiet and continue coming to the company to work themselves to the bone.

9. New-employee turnover is extremely high; many people leave after a week because they sense something is wrong. Of the five people who joined at the same time as me that year, in different departments,

all had already logged out within a year.

10. Designers may be told to make recruitment calls for taxi drivers; website project managers may be told to edit videos; sales staff may be told to run digital advertising campaigns. They will not teach you, but if you make a mistake, you will be the first one beaten to death.

11. The three traditional holiday bonuses depend on whether the department assistant manager wants to issue them; sometimes they pocket them themselves.

12. Before the pandemic, accompanying people for drinking and chatting was standard. This improved greatly because of the pandemic, but you must learn not to refuse meals with male supervisors and adapt to receiving work instructions by message on holidays. Female colleagues with the wrist skills of a hostess from *Light the Night* are welcome, because all you need to do is accompany them for chatting and meals.

13. There are piles of brain-dead reports; in addition to your own reports, you also have to shoulder the share belonging to colleagues who joined and coasted before you.

14. The monthly KPI reports have no logic whatsoever, but you must help come up with a script that can fool the top boss.

15. The group has very strong political connections, and the boss has powerful backing,

but remember to investigate the background of the supervisor of your department. There are many paper tigers borrowing the tiger's威勢;

do not be intimidated by assistant managers or manager-level minor gang bosses.

Study the legal rights you are entitled to. When you are persecuted, remember to fight back bravely.

If you are not afraid to resist, you will see through these ugly people who only bluff and bluster.

They will cry and beg you not to let the top boss know about their illegal acts, and will offer the terms you want to reach a private settlement agreement.

Everything above is based on real experience. Those with underworld experience are welcome to join this company.

(Just take the benefits listed on the job bank with a grain of salt. They exist, but whether the supervisor actually gives them is another matter; there is a very high chance they will be converted into the supervisor's personal benefits.)

The only advantage

People in the Southern Development Department who are out doing business are not supervised by anyone. In any case, they are ostracized at the office, so being out alone is actually a chance to breathe.

However, the deputy manager of the Development Department will vent all of his personal emotions, as well as the pressure placed on him by the associate manager above him, onto you.

You may even receive abusive phone calls while you are out. Even when you are genuinely doing company work, you still have to endure workplace bullying.

This company was formerly Taiwan International Telecom (全虹電信), which already had a bad reputation in the telecommunications industry. A group of old employees came here to work in the taxi business. There are many long-time employees in the company with titles such as manager and associate manager, and they still suffer from a huge ego, believing that they are the biggest in the industry. With the mentality of founding veterans, they exploit frontline employees. Internal factional struggles are severe: if you are on the opposing faction's side, they will target you and force you out. The company only wants obedient dogs that will listen and work, so people who know how to cling to those in power and flatter them can survive indefinitely.

There are countless disadvantages:

1. The deputy manager hired for the Southern company office apparently has bipolar disorder and poor emotional control. The first thing he does every morning is clock in and then go buy coffee, returning half an hour later. He immediately starts picking on subordinates and speaks in a cutting, sarcastic manner. However, he chats and laughs with female coworkers, and slavishly obeys the associate manager he wants to curry favor with.

2. Frontline employees in the Development Department earn only NT$30,000. After labor and health insurance, fuel, and scooter maintenance costs are deducted, only a little over NT$20,000 remains. Yet you have to shoulder many performance targets: developing business-hotel systems, signing up 12 convenience Call Car machines per month, developing dispatch points, and developing corporate users. Meanwhile, the deputy manager of the Development Department earns over NT$40,000, but work is distributed extremely unfairly. The deputy manager only needs to stay at the office to train drivers, coordinate dispatch-point matters, and do work for the associate manager. Development of convenience Call Car machines, business-hotel systems, and corporate users is all left to drivers who introduce them while working in the field, and the deputy manager's quota is only half that of subordinates (subordinates: 12 accounts; deputy manager: 6). The deputy manager even reports one physical machine and one web-version account separately, so in practice, a deputy manager only needs to develop three accounts to earn over NT$40,000. Those three accounts are also stores introduced by drivers who regularly pick up passengers while driving. Meanwhile, as a frontline business developer, you work yourself to death every month and have only a little over NT$20,000 left after fuel, labor and health insurance, and maintenance costs.

3. In the taxi industry, companies give out something called a “kickback” or “rebate.” Everyone knows what that means: money is handed out every month. But the deputy manager will never deliver it. There are approximately 30–40 stores that need to be paid. Regardless of wind or rain—even stores open at night—he orders you to go, and there is no overtime pay. The company will only say that this is your job.

4. He tells subordinates to avoid taking leave on Mondays and Fridays because holidays may overlap and customers with problems will be waiting for you, yet he himself frequently takes Mondays and Fridays off and enjoys life.

5. The deputy manager settles customer development by paying kickbacks. When frontline developers encounter stores that will only call for a car if they receive a kickback, the associate manager calls them in for a review.

6. The deputy manager has already driven away four people in succession. He is simply afraid of being replaced, so he keeps bullying subordinates to empty the department, allowing himself to remain there indefinitely.

7. Convenience Call Car machines use a SIM card to locate addresses, creating a monthly rental cost. The company monitors usage and asks for machines to be removed. The Development Department deputy manager refuses to go out. When a store's machine needs to be removed, he leaves it there after bullying the employee away, then, when a new employee arrives, pushes the responsibility onto the newcomer, saying it has been left there because the new employee failed to retrieve it.

8. The deputy manager also tells you that he does not want to stay at the company all the time either—his feet swell every day when he gets home because he sits all day.

9. The deputy manager likes to bully people verbally and then tells you that he is only being harsh because he has high expectations for you. Otherwise, he says, he will abandon you in the future. He brings the associate manager in to deal with you and directly threatens to find an even higher-level supervisor to handle you.

10. When you are at a customer's location repairing a machine, he calls to berate you and ask where you are, saying that the company is taking inventory and you should return immediately because you are affecting your coworkers' work. Yet it is only 3:40 p.m. at the time. He is also part of the Development Department and stays in the office, but refuses to handle the inventory himself.

11. Whenever a store involves gambling, prostitution, or drugs; has gang connections; opens only in the afternoon or evening; or operates at night, the deputy manager will absolutely not handle the service call himself. Subordinates are always sent instead. He simply does not dare face that kind of environment, yet he talks arrogantly and loves bullying people at the company.

12. The company requires you to develop customers at night, but provides mandatory compensatory leave instead of overtime pay. Your original schedule of 9 a.m. to 6 p.m. becomes 12 p.m. to 6 p.m. If no one can be found to staff a dispatch point, you also have to work there on Saturdays and Sundays. The company says this is your job, while the deputy manager does absolutely none of it.

13. The deputy manager calls subordinates who have met their targets into the office to scold them, trying to force them to leave. He asks what they are unhappy about and tells them to say it, then orders them to take it back or he will get angry, even though he is angry every day.

14. There are only 16 people in the Southern office, and more than half are members of the so-called “Chuan-Hong faction.” They abuse their power. Even the large taxi fleet bullies people from the 55899 Joint Fleet, deliberately making trouble for drivers from the Joint Fleet. When they return to the company, vehicle inspections are never passed, driving the drivers away. Then they say that the 55899 manager's KPI is insufficient and that the manager is unsuitable, and fire them outright. An associate manager from Taipei will even take the high-speed rail down to scold people, then fire them once he has enjoyed himself. This is because you are not part of the Chuan-Hong faction. Managers at a publicly listed company use shareholders' money to buy train tickets, travel, and abuse people—what a comfortable life.

15. The Fleet Management Department is responsible for coaching drivers. Having the word “management” in its name makes them think they are supervisors. They have never done business in the field or seen the world, and only hide in the office looking for trouble with drivers. They constantly argue and say they will sue this person or that person, but in the end, they are never seen actually suing drivers. They only directly shut off drivers' accounts, leaving them with no assignments and no income. If you make someone unable to put food on the table, of course they will argue with you.

16. The company's general manager said that the Fleet Management Department would be renamed the Fleet Support Department, with “support” being the meaning. The associate manager below him was unhappy because of factional differences, but, being in a lower position and unwilling to argue face-to-face, bought a high-speed rail ticket to come south and berate the managers below him. He said he did not agree with changing it to Fleet Support. Then go talk to the general manager—why berate the people below you?

17. The Fleet Management Department supervisor also orders Development Department sales staff to do tasks. Because you are not part of the Chuan-Hong faction, and because you complained about the deputy manager's workplace bullying, everyone comes to bully you.

18. When you cannot stand the bullying anymore and report it to the Labor Inspection Office, the Kaohsiung associate manager responds by bringing out a “two-sided discussion record” form and arranging interviews with you for two consecutive days. The questions are the same. For more than two hours, he interrogates you in an endless loop. You have already been questioned until you have nothing left to say. The moment you remain silent, the associate manager says: “Now you are the one bullying him in the workplace,” directly accusing you of defamation.

19. At the end of the month, when performance is reported, the associate manager says that because today is the last day, it will not count toward this month and will instead count toward next month. Then, halfway through the following month, he says that you have failed to meet your targets and fires you immediately.

20. The Taipei company's HR department is ignorant of labor law and treats minor authority as a powerful weapon. They say that many company supervisors have evaluated you before firing you and that your performance was poor. It is a complete joke: I received bonuses every month for the preceding months, then, based on one sentence from them, the performance was not counted for that month and was moved to the next month; while I was still working midway through the next month, they fired me immediately.

21. Under the Labor Standards Act, unless an employee's ability is genuinely too poor, operations are poor, the company is downsizing due to losses, or there is no way to place the worker elsewhere, the company cannot lay them off. Yet I met my targets and received bonuses. I was fired simply because I refused to accept workplace bullying. This company was plainly retaliating against an employee. Under the law, an employer cannot take adverse action against a worker because the worker reported illegal conduct. This already meets the elements of unlawful dismissal.

22. The company plays word games. It gives you severance pay and pay for the notice period, but only tells you in the early evening of the day itself that you are being laid off. HR then pretends to know the law and tells you: “Because you did not apply for mediation with the Labor Bureau before today, this does not fall within the period during which dismissal is prohibited.” In other words, the company ambushes you in the evening and tells you to get lost after the Labor Bureau has closed. If you report it afterward, that is supposedly your problem. I think the HR department of this publicly listed company acts as if it is extremely powerful: today, it insists on canceling your insurance, causing losses to your labor and health insurance coverage, seniority, and wages, all of which affect the calculation of severance pay.

23. HR in Taipei also deliberately holds the phone away so that her voice becomes extremely quiet, then sarcastically tells you that her volume is perfectly normal and asks what you are going to do about it.

The disadvantages are endless. Simply put, if you cannot find a job for the time being, need money, or are naturally a sycophant, this is a suitable place for you to work. Otherwise, stay away.

Backend Software Engineer

Regular working hours

Very standard three holiday bonuses

Very standard annual leave

Year-end bonus depends on performance reviews

Raises—I’ve never received one, so I’m not sure

If you’re looking for challenges, this isn’t the place

If you’re looking to learn, this isn’t the place

Think carefully before jumping in; quite a few people have left

Interview duration: Finished within 1 hour

Interviewers: 1 man (assistant manager) and 1 woman (current designer)

Benefits: The year-end bonus is based on performance evaluations. There are 4 evaluation levels; the highest level can receive a year-end bonus equivalent to 3.5–2.5 months of salary. Moving down one level deducts 0.5 month, and so on... The minimum is still 1 month.

First, the man explained the job responsibilities and company benefits. Then the woman came in to ask about previous design work. It was fairly simple, and they did not ask many personal questions.

Actually, we had a very pleasant conversation at the time. They usually ask when you can start, which is a strong indication that you have a good chance of being hired. However, I do not know why there was no response after waiting for two weeks. The point to note may be that even if the conversation goes very well, you still might not get the job in the end. Maybe I asked for too high a salary?

The interview went very well, and it feels like I’ll get the job.

One week of silence, then a rejection letter. QQ

None

The unit I worked for is Life Butler.

1. Internal infighting is severe, and none of the managers or staff demonstrate any professionalism.

2. Regardless of what resources were promised during the interview or after I joined, none of them were ever provided. If you follow up, it somehow becomes an issue with your attitude (?).

3. Each person has to take on an enormous number of roles.

4. Nobody there has any sense of responsibility or initiative. Upper management dodges issues, while those below pass the buck whenever possible. It is normal for every minor matter to be delayed for 1–2 months without any progress.

5. Turnover is extremely high—more than four people resigned within two months of joining.

There is actually much more, but there is no point in going into detail. Just read the other reviews to see the state of this company. I naively thought the headquarters and its subsidiary would be somewhat different, but after joining, I discovered that the managers here were also appointed by headquarters and use the same style of management. There is a reason the company has been operating at a loss for years. If you do not know what it means to make empty promises or be a sycophant, come here for a guaranteed eye-opening experience.

Sincere

After looking at the résumé, the interviewer seemed eager to get rid of you as quickly as possible. Very sincere—successfully wasted the job applicant’s time and transportation expenses.

Flattery can keep you on steady ground.

There’s no way to work seriously; the managers and departments are rife with infighting!

Traditional thinking and old-fashioned approaches to new technology drive talented people away, while incompetent ones continue to stay. The ones who obey are the true winners!

Couldn't find any

The salary is kept confidential. With no customer service experience, the base salary is only 23,000 + skill bonus (1,500) + perfect-attendance bonus (1,500).

The hierarchical system sets an especially large number of minimum requirements, causing many people to be unwilling to get promoted. This company is currently really problematic and definitely not a first choice. It may be suitable for those looking for an easy job until retirement because most of the employees there are currently at an older age level. Although they say otherwise, young people are often subjected to a bunch of unreasonable policies, pressured to resign, and maliciously dismissed. The attitude is arrogant, and there are reports filed every year. In cases of malicious dismissal, they may refuse to provide a certificate of involuntary separation (or deceive you about it). If you do not want a labor dispute, choose carefully before going.

None

The interviewer looked you up and down with an extremely uncomfortable expression, very much like the sidelong glance of a mafia boss. After asking why I had left my previous job, he began berating me.

Interviewer: You said you left because you felt the company was stagnating. Didn’t you know that during the interview?

I replied: You can’t see many things during an interview; you only gradually discover the relevant problems after joining the company. When I suggested improvements to my supervisor, they also preferred to follow old conventions and do things the old way, rather than keep pace with the times and try new business models. I felt that this differed from the career growth I wanted, so I resigned.

The interviewer said: Then that’s your problem! How did you not notice it during the interview?

Just as I was about to answer, he interrupted me.

Interviewer: Besides, your proposal must not have been good enough to persuade your supervisor. And how could you resign over something like that?

Interviewer: I tried to make suggestions to the company, and I also made the company aware of the threats currently facing the industry. I compared the current development trends of several competitors as well. Our company really had fallen behind and needed to catch up urgently, but the company’s view was—(interrupted again)

Interviewer: So do you resign whenever you encounter a job you don’t like?

I replied: Of course I consider many factors. I place great importance on whether the company has promising prospects for future development. If—(interrupted again)

Interviewer: Do you have any other questions? (Tilts his head to one side, rolls his eyes, and gives a sidelong glance)

Unknown

The position interviewed for was an in-house marketing-related role, and the candidate was not a beginner.

The interviewer kept trying to push the salary down.

As long as the interviewer felt that the salary you requested was too high, they would keep saying that the company had to spend money on education and training, so the salary needed to be considered carefully.

It feels like there are a lot of resources available to use.

Actually, it's just an endless beginning.

Here's a trap phrase: “If you don't know, ask!”

(This phrase started becoming popular at some point, and its original meaning probably wasn't this...)

And then you fall into the trap.

1. You just joined the company—what could you possibly know?

2. If the person handing over the work to you didn't teach you enough to be able to do it, does that really count as a handover?

If you know everything in these two situations, then wow, you're really amazing.

You should go work for one of the world's top 500 companies and earn a high salary.

Back to the topic.

If we all knew where the problems were, would legitimate companies still need employee training? Would they still need HR? Would they still need to hire managers? They could just hire you.

We know companies need to make a profit, and then blah blah blah.....@#!%#$

(I can't be bothered to type out the online arguments, such as: “That's because your abilities aren't good enough...” and then arguing back and forth with you.)

If you've accepted all of the above, then here are the following points:

1. The workload handed over to a new employee is really, really, really heavy.

(If someone says, “That's OK, because it's like that everywhere!” Um... for people with work experience, that's a thing of the past, okay!!)

2. Another point is that there's no sense of camaraderie at all; everyone just looks after themselves. And this is a publicly listed company, you know. (This depends on the person—some people do like this sense of solitude.)

3. The government's crackdown on UBER probably also came as a relief to them. (Just my personal opinion; look up the rest online.)

This is a fairly traditional company, and its culture is the same.

Given the technological innovations of the past few years, it should eventually be wiped out by some unknown startup because of this kind of culture.

Just like Kodak was taken down by Nokia, which made phones, and Nokia was taken down by Apple, which made computers.

Since this company loves having its employees make presentations so much,

it could look into blockchain.

Once the technology matures, it might be able to take down this company.

Because of data privacy + payment identity verification + free sharing.

Now we're just waiting for some programming god with too much free time to write it directly.

If drivers who meet the requirements are willing to join,

don't assume the threshold for being wiped out is high. (Kodak thought so too, and Nokia thought so too.)

There are also plenty of people who are unhappy with this fleet.

1. The colleagues in the department are young, and 98.7% of them are easy to get along with.

2. In a team with no competitiveness whatsoever, you can survive as long as you learn to latch onto influential people.

3. Compensation is reasonably competitive.

1. Senior management keeps changing its decisions, so frontline employees are always doing work for nothing.

2. An old-fashioned company lacking digital competitiveness.

3. Benefits such as the bonuses for the three major holidays are inadequate.

4. The office is run-down, with mottled tiles; the meeting rooms, tea facilities, and restrooms are extremely bare-bones.

This refers to the business division of the large fleet located in the capital of the Tang Dynasty

Pros

The department atmosphere is fairly decent (especially compared with headquarters)

The junior employees are generally young and easy to get along with

The salary should be fairly acceptable for employees with three to five years of experience

(Specifically referring to the department of a certain female manager)

1. Takes credit upward and is timid externally,

but subjects subordinates to endless verbal abuse and humiliation.

Example:

Midyear, she painted an overly rosy picture for upper management, proposed a new model, and received a promotion.

She also doubled the KPIs set by upper management for us. After implementation, there were actually many difficulties. Despite working overtime every night and visiting clients every day through tremendous hardships, we still brought in quite a few clients, including several well-known chain brands, and achieved the expected target, earning the manager strong praise from upper management. Yet toward subordinates, she continued to berate us every day, saying things like, “Your performance is so terrible…”

(The reason was discovered when a manager from another department mentioned that our department had met its target. The manager had even been praised, with upper management asking why everyone in our department looked so miserable.)

2. No overtime pay or compensatory leave

I personally was not very concerned about this point, but it feels terrible when ours is the only department in the entire division that cannot claim it. Not to mention that our entire department always ends up being among the last to leave.

3. Likes to claim she has an American-style management approach

But in reality, she even counts how many cigarettes people smoke in a row and calculates how long you have been away visiting clients without returning. Meanwhile, after finishing her own external visits, she goes straight home at 5:30 p.m. (the company’s scheduled end time is 6:00 p.m.).

4. Does not allow transportation expenses to be claimed

I have worked at quite a few companies, both large and small, and I have never encountered one where employees doing external work could not claim transportation expenses. Not allowing claims would be fine if she simply explained that the budget was tight and we all needed to get through the difficult period together. But in reality, she is unwilling even to walk a route that is ten minutes from the MRT station and takes a taxi, charging it to company expenses. How are we supposed to accept that?

Side note: Before I resigned, I closed a major deal that should have kept the department safe through Q1. The manager was delighted and said we could claim NT$500 in transportation expenses per month… haha.

5. Weekly reports are burdensome, and reports are considered more important than anything else

I have rarely encountered a workplace where preparing reports is considered more important than generating results. Every week, we spend an entire day preparing reports, including performance figures and trend sharing, then another half day in meetings. That is not even counting the time needed for external work. Besides never having enough time, we would also be criticized if the report was not written well. As for what counts as “not well written,” I doubt anyone knows…

P.S. Personally, I believe that a manager who bears responsibility for performance is performance-oriented. But she manages field staff as though they were back-office employees, which is unacceptable.

6. Despite being a frontline manager, she never listens to the details

This is a startup division, so many matters need to be discussed and adjusted constantly. But the manager only asks about the results. When the results do not meet expectations, she has no interest in understanding the causes or problems in greater depth—she simply berates you and tells you to figure it out yourself. Asking only about results is not necessarily a problem, but she should understand the circumstances clearly. I believe this directly affects the judgment of higher-level management and the allocation of resources, leaving us with an even harder and more difficult job.

7. Messages must be answered promptly

If you do not reply on LINE within 30 seconds, she gets upset, especially on the night before a report is due, when she has already gone home early. We struggle until nine or ten at night and finally submit the report, only for the manager to message us on LINE saying she is dissatisfied with certain parts and wants additions. No matter where you are, you must reply immediately and make the revisions. Otherwise, she will find something to berate you about in the next day’s report (even if you have already added the information). I would go to the gym to exercise and check LINE every minute, terrified of missing a message. It was truly unbearable.

8. Extremely petty, with an enormous sense of authority

Whatever needs to be done, she only gives orders and never does anything herself. She would ask us to buy coffee for her, even when there was nothing she needed to do and she simply did not feel like moving.

At department dinners, she liked having subordinates flatter her. If no one responded when she spoke, she would immediately change her expression, but everyone paid for their own meal. I really do not know why I should spend my own money and personal time after work accompanying a manager to dinner.

The most classic example: There were two employees with birthdays in the department. She suggested going out to celebrate after work and made it clear that she would not pay. She even went to the restaurant without ordering anything, saying she would share dishes with another colleague. They did share dishes, but the manager did not pay… (Not to mention that other colleagues had treated her to coffee and meals several times. She was always the one who suggested where to go, but ultimately never paid…)

9. Extremely impatient

Lack of ability or poor judgment would be understandable, but she is unwilling to listen properly to others. If she does not understand someone after three sentences, she immediately becomes embarrassed and angry, telling you to think it through and come back later. Yet I constantly saw her unable to win an argument with managers from other departments, and in the end, we were the ones who suffered…

I believe every company has its own circumstances and problems, but here the issue is simply the manager. I am grateful to her for helping me understand how great an impact a manager can have. Department colleagues are gradually leaving one after another. Before the Lunar New Year, I am doing a good deed by posting this in the hope that it reaches someone who needs to know. If you are considering joining, please think very carefully!!!