喬山健康科技股份有限公司

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Pathetic enough that they’ve now resorted to coming here to manipulate the reviews.

A lousy place is a lousy place.

Why not talk about how there are endless pointless meetings?

Why not talk about how the salary structure is different from what was presented in the interview?

Why not look at the turnover rate in each department?

Those who think this place is great probably haven’t seen the outside world.

If you dare to keep manipulating the reviews, I’ll keep exposing this place—hehe.

It is actually quite upsetting to see the place where you work being criticized. Every company has a different culture, and the principle of survival of the fittest is already a basic reality. There will inevitably be unreasonable aspects, and it is only natural for employees who want to stay to adapt. I sincerely hope that employees can grow together with the company. Of course, the company also needs to provide corresponding support and assistance to help employees improve the quality of their work.

The company aims to increase its revenue and profits year after year. I hope it can also increase employees’ salaries and benefits every year; employees will be even more willing to work hard and contribute to the company!

As a publicly listed international company exporting sports equipment worldwide and holding the largest market share, its reputation is enough to help every employee secure more competitive job opportunities and compensation.

Compared with the best, it falls short; compared with the rest, it is above average. Johnson is a company with average benefits and stable growth.

Everything else depends on building seniority to secure future opportunities.

A local company with complicated processes

Good work environment, free fitness facilities

The digital department is a startup unit, offering opportunities to those who are capable of innovating and willing to dedicate their time.

The company needs recent graduates to bring energy and vitality. Young people who are interested are welcome to join.

Good work environment and free fitness facilities

The digital department is a startup unit, offering opportunities to those who are capable of innovating and willing to invest their time.

The company needs recent graduates to invigorate it and welcomes interested young people to join.

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Don't think that just because Fang has left, this company is a good place.

You should know that even before this, Fang had already been involved in many incidents of bullying and mistreatment, yet the chairman, general manager, and HR did absolutely nothing.

This time, it was still only because of 《money》 that they drove Fang out. This means that this crappy company treats all its employees like garbage. Even though Fang had problems with both ability and character, in the end they only drove Fang out because Fang touched the company's most valued thing—money. Otherwise, Fang would still be throwing their weight around here. But this isn't very surprising either, considering that the group's general manager and Taiwan's general manager aren't exactly people of good character themselves. They only spin the narrative when appearing in magazines, as if they were people of excellent character. Disgusting company.

Central Taiwan, very low salary

Headquarters in central Taiwan, very low salary—below the average median. During the interview, they tell you that you will do task A, but after joining the company, you have to do both A and B, and B is even more difficult. They are unwilling to offer much, and although they do not demand as much as electronics manufacturers, considering the company’s scale and global share, what they offer is really very little.

Since Johnson Health Tech’s Taipei office moved near Taipei Main Station, the environment has improved a lot. Having the right boss really matters!

I suggest that we explore more diverse and flexible working-hour options to optimize our work model and better respond to market changes.

Sharing the latest good news with everyone: Fang Hsiao-tzu has officially been dismissed and has left Johnson Health Tech.

Justice ultimately triumphs over evil. I believe Johnson Health Tech Group will continue to get better and better.

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1. Johnson Health Tech is already considered a top-tier, highly scaled publicly listed company in central Taiwan. Given the pitiful employment market in central Taiwan, where half of employers cannot even write down the requirements of the Labor Standards Act or the minimum wage, getting into Johnson Health Tech means that the salary level and benefits basically start at PR90.

2. The Lo family, which has been the company’s principal owner for two generations, consists of very pragmatic and courteous people. The family culture is down-to-earth and they are friendly, so you do not have to worry about suddenly running into arrogant, overbearing relatives of the imperial family at the company or suffering that kind of bad luck.

3. The company provides parking spaces and very inexpensive company meals, so it does take care of employees’ everyday living needs to some extent.

4. The company places a strong emphasis on 5S education. At first, you may not be used to the office being so quiet, but eventually you start to find it very comfortable. Everyone focuses on their own work without disturbing one another.

5. There is a lot of fitness equipment available for free in the company’s B1. You can go relieve stress after work before heading home, and save the money you would otherwise spend on a gym like World Gym.

6. The company has many long-serving employees with over 20 years of tenure. It is a stable, family-style business that takes good care of its employees—the kind of place where you can keep working until retirement.

7. The company’s international business is currently expanding extremely quickly, and talent is urgently needed in many areas. There are plenty of opportunities to demonstrate your abilities, and capable people advance very quickly.

8. The auditor who joined recently seems to be very capable and is also very courteous. I hope the company brings in more people like this to introduce a positive culture.

To some extent, this is an international group that is midway through a transformation. Unlike some high-tech companies that started out with the best talent and the most rigorous management systems, many parts of this company still retain historical traces that evolved from its days as a corrugated-metal factory. There is still quite a bit of hardware, software, and management thinking that has not kept up with the times, and the management departments need to work hard to modernize the company as soon as possible.

Another thing is that when I first joined the company, the senior colleague responsible for handing over my work could not wait until the very first day to dump a half-finished task on me and tell me to take over and complete it. I had not even finished my training yet, and I had not even found the restroom. Was it really that urgent? LOL. (Though this should probably count as a personal complaint rather than a complaint about the company.)

As a “digital research expert,” A-Fang should be well aware that this is the era of personal media. While intimidating people through authority, failing to lead, and disrespecting professional expertise may be “legal,” you should also be prepared to be questioned and discussed. Treating your colleagues’ efforts as worthless—aren’t you yourself a joke? Learn to lead people well and patiently build a cohesive team. If you cannot lead, delegate authority; if you do not understand the expertise, ask and research. Stop trampling on other people’s careers. Everyone who changes jobs to join Johnson Health Tech does so with the ambition to accomplish something; it is a major event in each person’s life. You should think carefully: do you really feel at ease wielding this kind of employer authoritarianism? Is every cent of your salary earned because, instead of knowing how to lead people or doing the professional work yourself, you had everyone laid off and thereby won the employer’s praise?

The one who should have left didn’t.

Recently, there don't seem to be any new discussions. Has the workplace environment improved?

Could you let people who want to join the Johnson Health Tech team know whether the situation has improved?

Please share, thank you.

This company has no advantages

The department is so terrible it’s laughable

Communication with the various departments is severely affected by the manager’s laughable relationships

Seriously affects communication with other units

Everyone has already said plenty

As a former employee, I don’t want to say anything more

I just hope everyone avoids this pitfall and doesn’t end up finding a terrible job

Fang Xiaoci tampered with the dismissal of the entire Content and Production & Broadcasting teams! Since everything has been outsourced to Jinying Company!

Could this be called “favoring a specific vendor for personal gain”?

Jinying—does it really mean “gold should”?

Fang Xiaoci dismissed the entire Content and Production & Broadcasting teams, and even made them bear the blame for damaging the company’s reputation, maliciously forcing them out and causing employees harm.

Why is this? Could it be that Fang Xiaoci really wants to “gold should” for themself?

I am willing to disclose all of Fang Xiaoci’s conversation messages. Don’t let colleagues bear the blame and stigma again!

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Regarding Director Fang’s bullying incidents, everyone has already described them in exhaustive detail, so I won’t say much more.

I just want to mention that, besides the team members below who are dissatisfied with her, the vice presidents and department heads at her level also have many criticisms of her. As her subordinates, to ensure the smooth progress of many projects, we often have to spend a great deal of time communicating with those vice presidents, managers, and points of contact, and even apologizing submissively to them (from headquarters to overseas branches). This is because the other parties are always asking: What exactly does she want? How are we supposed to continue working with her?

As for her individual abilities, all I can say is that she is truly unsuitable for that position. Her logical and organizational abilities are very poor, her Chinese and English are not good, she cannot keep up with digital knowledge and trends, her communication skills are also inadequate, and team leadership is out of the question.

I have had opportunities to talk with employees from her previous companies about her. I’m not familiar with Yahoo, but at Chuen Shui Tang, Eastern Broadcasting, and Pili, there was practically only one evaluation of her: Avoid working with her whenever possible; if you can stay out of her way, do so. Working with her will shorten your life.

I think the senior management at Johnson Health Tech really needs to think carefully about whether this person is suitable for the organization.

Jason Ceo, please “protect the country and bless the people” by properly protecting the nation’s stakeholders, and stop letting President Fang abuse her authority! The fact that she manipulates employees, emotionally blackmails them, and benefits specific vendors should be made known to the public, so everyone can judge this person and the company that claims to be a healthy workplace!

Baidu Vice President Qu Jing deliberately posted statements in May 2024 such as “Why should we consider employees’ families?” and “emotional threats and controversial manipulation” to showcase her godlike greatness! She insisted on treating employees as tools to exploit them, while disregarding the harmful workplace values surrounding emotions, and was promptly fired! President Fang’s misconduct is already supported by irrefutable evidence—let everyone judge and publicly condemn this despicable person!

I can stand up and loudly condemn this, and I can also publicly appeal to the news media to expose the messages left by Fang Xiaoci, who personally directed malicious pressure that hurt employees and forced them to resign.

Everything leaves traces. I have evidence to support that Fang Xiaoci bullied and harassed colleagues, lied to and deceived vendors, and even deliberately spread lies and rumors to defame them, maliciously pressuring employees until they were injured and forced to resign.

Fang Xiaoci bullies colleagues while constantly preaching benevolence, righteousness, and morality, yet is filthy and despicable at heart!

I have retained evidence of all the ways Fang Xiaoci maliciously verbally humiliated and tormented employees, deliberately made them feel guilt and hardship, and toyed with colleagues, leaving them battered and wounded and suffering psychological and emotional trauma.

Chairman Luo stated at the shareholders’ annual meeting that the company has transformed from a small boat into an aircraft carrier and will henceforth sail toward the whole world, benefiting the health of people around the globe.

Jason Ceo was also full of confidence, making an inspiring commitment that, based on family values, the company would become the best enterprise for shaping the best health for all humanity!

Are your statements and inspiring commitments all false?

Could it be that you are all unaware of how Fang Xiaoci harms people?

Expose the evidence of Fang Xiaoci’s crimes. No one should be bullied or looked down upon! Even less should anyone be allowed to attack others arbitrarily!

Chairman Luo and Jason Ceo, you will not suffer divine retribution or have your lives cut short, nor will your reputations and prestige be damaged, and you will not bring harm or loss upon your own family’s fate. Jason Ceo, please take good care of your employees, and further investigate Fang Xiaoci’s misconduct. Please do not let this evildoer Fang Xiaoci continue to grievously harm the pillars of the nation.

According to the Ministry of Labor, “workplace bullying” refers to publicly or privately yelling at, humiliating, or threatening the person being bullied.

To all colleagues who have suffered hardship and torment and been forced to leave: let us seek justice through legal action, the news media, legislators, and relevant government agencies. Let us fight for justice and prevent our reputations from being damaged. We ask all victims to come forward.

Colleagues who were maliciously forced out or pressured into resigning by “Fang Hsiao-Tzu” are left with emotional scars and pain!

Chairman Lo, Madam Cindy, General Manager Jason, and Madam Cristaz, please take the reputation of Johnson Health Tech seriously and have Fang Hsiao-Tzu “disciplined and dismissed”! To all colleagues who have suffered hardship and torment at the hands of “Fang Hsiao-Tzu” and were forced to leave: bravely come forward and let the whole truth be made public.

No, I simply wanted to organize things a bit.

The other departments are actually about as bad.

This person is just the worst of them all, so I’m showing everyone.

A brief list of Director Fang’s current “impressive” achievements:

1. Used connections to parachute into the position and drive out the department head who was originally there.

2. Forced all colleagues to report to him, but never actually listened.

3. Workplace violence (verbal and psychological).

4. Made people revise reports dozens of times, only to change them back to the first version in the end.

5. After colleagues complained about him to senior and top-level management, he laid everyone off as a precaution.

6. Appears to be very busy, but is actually just causing trouble.

7. Extremely poor at English but loves speaking it; his Chinese grammar is also bad.

8. Knows absolutely nothing about the industry yet loves giving bizarre opinions.

If anyone would like to add anything, please continue in order.

The company's headquarters accounting department has been hiring a large number of people for years.

One batch after another—it's clearly a problematic department. Unfortunately, the colleagues are all fairly professional and easy to get along with.

The pay isn't high, so it's not worth putting up with an unreasonable supervisor's tantrums and various humiliations, or threats of dismissal and the like.

The supervisor also doesn't know what professionalism is and is difficult to communicate with verbally.

No one, either within or outside the department, wants to work with this department's supervisor.

The company could have better candidates.

Brothers and sisters considering headquarters accounting positions at this company should look carefully and evaluate their options.

There are other, better choices.

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Gradually, there are no familiar colleagues or team members left.

Taipei office: It always uses the old decor left behind by iQIYI and a so-called American management style to mislead interviewees. Little do they know that it is even more old-fashioned than traditional industries. If you want a free, immersive experience of the outdated Taiwanese boss culture, this is the place for you! The digital startup division here will definitely shatter your worldview quickly. All the colleagues are really NICE; it is only the boss who has a problem. The e-commerce marketing and operations manager they hired is also utterly lacking in understanding—the perfect example of birds of a feather flocking together............... Who exactly is running Johnson Health Tech? Wikipedia says it is one of the top three brands globally, yet the Taipei office has absolutely no sense of globalization. It calls itself a startup, but its thinking is incredibly traditional...

If you want to experience anything, it would be the extremely strong air conditioning in the office.

Anyone who has spent time at Johnson Health Tech’s Neihu office will surely find the following remarks very relatable.

As the saying goes, an incompetent commander exhausts the entire army; every kind of exploitative-boss behavior can be seen at the Neihu office.

Taking annual leave is made difficult at every turn, and even sick leave is questioned as to whether it is genuine. The boss’s LINE hotline never stops ringing 24 hours a day;

if you fail to answer, be prepared to be harshly berated in the group chat. It is always the employees’ fault, while the boss’s demands are supposedly just “training” for you.

When sales cannot be achieved, it is all blamed on the team. Do they never reflect on whether these failures result from the wrong direction imposed on the team under pressure?

Professionals and managers here are reduced to mere dogs who do the work. Whenever the big boss at headquarters has an opinion, it is always these people’s fault—why do they come to work without using their brains?

Insults are presented as motivation, and if you cannot endure them, you are told that your stress tolerance is too low... This endless exploitative-boss behavior continues; subordinate managers are constantly replaced, yet there is no reflection on their own mistakes.

What kind of relationship allows a large company like Johnson Health Tech to permit this endless cycle of repeating the same mistakes??????

None, it's just bad!

Previously a Taipei e-commerce manager, I joined Johnson Digital's startup team full of ideals and aspirations. In the end, I was nitpicked every day. Not only did my aspirations turn into nothing but complaints, but my probation period was repeatedly extended, forcing me to leave on my own. People come together when they are compatible and part ways when they are not—is it really necessary to push everyone to the point of needing to see a therapist? Is it so difficult to part on good terms?

Don't act as if the whole world has wronged you, this former senior Yahoo executive. You didn't learn anything from Yahoo's open culture; all you learned was the exploitative behavior of traditional-industry bosses. The team succeeds, while the leader takes the credit—is this principle really that hard to understand?

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She does not follow the principle of trusting people once they are hired, and not trusting those who are not suitable. She is always suspicious of her team and its members, making it impossible to truly let capable people get things done.

She lacks professionalism and vision, and likes to have outsiders lead insiders. If something does not fit her established way of thinking, she will complain about it to the top executive. All she can say is how Yahoo did things before: “What you are doing now is very simple. Do you think I have never done it before?”

Yahoo was decades ago, and now it is even unclear where it has ended up. She only uses outdated thinking to lead domestic and international startup teams, constantly driving out the good and retaining the inferior. It has been a one-person dictatorship for years—how could there possibly be any chance of success?????

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Regarding the overall performance of the head of this team, I would advise anyone considering joining Johnson Health Tech’s Taipei office Asian Digital team to think twice. After all, joining this team would only allow this person in charge to mistreat you. As a former team member, all I can say about all the comments here regarding this person in charge is, “There’s no smoke without fire”—one day, you will experience it too. Apart from Taiwan, other overseas teams have also been ruined by this person in charge. Not only have they produced no results, but many people have also resigned without another job lined up, simply wanting to leave this environment as soon as possible. As far as I know, only one person in charge remains on the operations team; almost everyone else has left (leaving one customer service employee, one product development employee, and one platform development employee). The entire team needs to recruit and rebuild from scratch.

I am the victim!

I bravely stepped forward and spoke out loudly to condemn this great evildoer, General Manager Fang!

This is truly heartbreaking!

The company is a globally renowned international publicly listed company;

those in every field should be committed to supporting junior colleagues and cultivating talent!

What do “propriety, righteousness,廉恥” mean?

What is moral ethics?

As for General Manager Fang, does she not care whether what she says goes against the laws of nature?

Or whether she does anything that harms and humiliates her colleagues’ self-esteem?

The company’s senior management will all be kept in the dark and act as if nothing happened!

Are you not afraid of bringing misfortune upon yourselves by promoting the establishment of happy, healthy companies and managers?

Back to the matter at hand~

I am an employee who moved north and had been working there for nearly a year,

just after signing my own two-year housing lease,

and having scheduled my wedding for January 2024,

when she transferred me from the Content team,

forcing me to move to the Sales and Marketing team.

My performance had only just begun and I had not yet met my targets,

but General Manager Fang berated and humiliated me all day, causing me to lose confidence!

She tormented me so badly that I had to seek psychiatric treatment and developed severe depression!

As a result, I also lost the will to survive!

She tormented me every day until I was forced to resign without compensation in November 2023!

I appeal to the senior executives, Master Luo and Young Master Luo, at the headquarters far away in Taichung,

and even more earnestly beseech God and Buddha to save all the kind and innocent people,

and to ensure that the pillars of society and talented people no longer suffer harm.

Master Luo and Young Master Luo will also not have your reputation and prestige damaged because of her.

To all victims whose self-confidence has been maliciously persecuted and made to suffer!

Stand up bravely and take action,

strongly denounce this great villain,

and hope that the “Labor Inspection Office” and “labor and social organizations and judicial institutions” can protect injured workers.

The sea is vast and boundless, endless as far as the eye can see, with tears and blood covering the body!

I sincerely appeal to people who uphold social justice

to loudly denounce and expose

this “General Manager Fang,” who is suspected of having thought disorders and a mental illness?

All day long, she constantly subjects employees to emotional exhaustion and attacks them through public opinion.

With such malicious business operations and management,

what kind of enterprise is this??????

How much genuine and accurate productivity can it possibly have???????

Are the revenues and profits it earns made with a conscience and moral integrity???????

It has seriously failed the company and damaged employees’ self-confidence.

(She) represents the “boss” who runs a healthy enterprise,

but what kind of conscientious role can she possibly play?

Those (Peng You) who are considering working in this department or unit,

Your abilities and experience must not outshine “General Manager Fang’s” divine light,

because she considers herself a god! Everyone must worship her!

The only way is to spend all day in this department or unit (deceiving each other), serving as her informant!

Every day, spread rumors and report bad things about colleagues!

Then you can remain safe within (her) system,

earn a high salary,

and do no work requiring mental effort!

You will be (her) favorite!

This department or unit has also been mistreated by (her) for nearly three years!

Does everyone know that this has happened?

The company’s human resources department, auditors, senior management, government departments, and judicial institutions—

can no one come forward to provide checks and balances?

Will an enterprise like this not face divine retribution someday?

Will the highest leader within the corporate organization not suffer harm and misfortune because of their actions?

《SET》 reminds you:

◎ Reject violence and respect bodily autonomy. Please call: 110, 113

◎ Anti-bullying hotline: 1953

◎ Legal Aid Foundation: (02) 412-8518

◎ Modern Women’s Foundation Sexual Assault Prevention and Support Hotline: 02-7728-5098 ext. 7

◎ Women’s Rescue Foundation: 02-2555-8595

◎ Garden of Hope Foundation consultation hotline: 02-8911-5595 / Sexual Harassment Hotline: 04-2223-9595

110=119

Not family, not entering the family home~

This company has an extraordinary and deeply moving true story of entrepreneurship,

with the business philosophy of “health, value, and sharing,”

reflecting the company’s grand management principle of “valuing talent and cultivating talent.”

All things in heaven and earth coexist and prosper through benevolent love,

as expressed in the Tao Te Ching: “The Tao gives birth to all things,”

which is bestowed upon ordinary people as they grow through the various stages of life~

to follow the path of “form transforms into qi, qi transforms into spirit, spirit transforms into emptiness, and when emptiness is illuminated, all things connect.”

In other words, the ethics of being human emphasize the path of mutual integration and the coexistence and shared prosperity of all things as one.

To be human is to possess a sincere heart of ethics, morality, propriety, righteousness, integrity, and shame,

to recognize people throughout the world as sharing the same roots and ancestry through true affection and righteousness,

and thus to possess a broad-mindedness similar to Zhang Zai’s “the people are my fellow beings, and all things are my companions.”

But according to what friends have mentioned in the past about this high-ranking “ghost genius” manager,

General Fang！！！！！！！！！！！！

undermines the company’s credit philosophy and damages the company’s reputation for doing good！！！！！

She holds meetings and gives reports without ever looking at the data or information!

She is best at bullying others by opening her eyes wide and throwing her weight around!

She often loses emotional control without restraint, bullying and harassing employees!

She is even better at fabricating accusations out of thin air and falsely tarnishing people’s reputations………………！！！！！！！

General Fang: often, under the manipulation of power over right and wrong and black and white~

makes sincere and earnest colleagues so frightened that pigs and sheep change color!

Outstanding colleagues who insist on justice instead become~ (the target of everyone’s attacks) bull’s-eyes!

This perpetrator is even better at disguising herself as the victim!

In this era, at this critical moment of being ruthlessly harmed by unscrupulous people,

we must all the more practice the outlook on life and values of “doing all good deeds and achieving unity between heaven and humanity”!

From now on, we must loudly denounce and expose this “high-ranking ghost genius” who throws her weight around.

110

This person, who calls herself the “supreme Miss Fang—so hilarious~,” has absolutely no wisdom regarding business philosophy! She also lacks workplace ethics and morality. In everything she says and does, both internally and externally, she only shows off her cleverness and abuses her authority!

(Miss Fang never respects vendors or company colleagues. She spends all day bullying people through emotional manipulation and coercion, and is full of lies about benevolence, righteousness, morality, and ethics! She toys with employees!

Under (Miss Fang)’s leadership for nearly two years, this team has changed members endlessly! It had already replaced more than 40 team members, including one VP, three content managers, three marketing managers, one special assistant, and one platform manager. Everyone’s conclusion regarding the reasons for leaving was the same: they were subjected to emotional pressure and emotional manipulation by this person known as the “supreme (Miss Fang),” as well as malicious mockery and being made to take the blame! She takes pleasure in toying with colleagues and assigning work! She has absolutely no respect for colleagues’ expertise.

In June 2023, the company hired a friend of nearly five years of (Miss Fang), claiming to have extensive business management ability and decades of experience as a senior employee at a listed company, to serve as (Miss Fang))’s special assistant and secretary. The result was an utterly uneducated and inelegant blunderer!

This (Kela Wang blunderer) could not even write a single email in English! She asked colleagues for help everywhere, throwing the company into chaos! This highly paid special assistant and secretary ultimately had no face left to stay. Her pleas for help by email and LINE may have circulated, demonstrating how (Miss Fang) uses her power to hire people at high salaries.

August 2023 was, in a sense, a blessing for the company: it hired a leading talent from the e-commerce industry as head of the marketing department. It is said that this (Manager Michelle) was full of ambition and wanted to contribute and serve. Yet before serving for even two months, she was sabotaged and toyed with by (Miss Fang)! In the end, she became exhausted both physically and mentally, and resigned without another job lined up, leaving this dangerous company and team~

In October 2023, the company recruited and selected a head of content production, audiovisual, and content planning from the film and television industry. This (Manager Locke) was extremely responsible and ambitious, hoping to contribute his abilities and share his teaching experience. Yet he was pressured all day by (Miss Fang) with chaotic work procedures and methods, and after less than a month, he was forced to resign in anger!

With great compassion and empathy for all beings! You hired this “supreme _(Miss Fang)”; could this really not affect the company’s reputation? Nearly 60 colleague cases have already occurred. Will the company properly investigate and understand this (Miss Fang)? Please really stop harming the talented pillars of the nation and society!

I'm so angry I can't think of any pros. This is the first time I've ever encountered a company like this...

I received a phone call from Johnson Health Tech notifying me that I had been hired. They explained the salary and benefits, and during the call they also mentioned a salary of NT$40,000. I accepted the job offer, and they said the formal onboarding notice still needed approval from upper management and would take some time, so they told me to complete the pre-onboarding tasks first (the health examination and onboarding documents). A few days later, I received another call from HR asking me what the minimum salary I could accept was, because the supervisor had some concerns after seeing that my previous job had been relatively short-term (the salary at my previous job was also NT$40,000).

I was completely confused. After the interview, they must have discussed everything internally before HR ultimately notified me that I was hired and told me the salary. We had already agreed on it over the phone, and they had even sent me the health examination notice and onboarding documents and asked me to prepare everything... Yet now they are pulling this. Because of this, I turned down offers from other companies, since they kept urging me to make a decision as well.

This made me wonder how Johnson Health Tech could behave like this. It's a publicly listed company—what kind of nonsense is this? My mood was already completely ruined before I even started working, and I simply no longer wanted to take the job. Seeing so many negative reviews, I can't help thinking that if I really joined and happened to encounter a supervisor who made things difficult for me, wouldn't that be even worse...

Clean office

You can be 10 minutes late (Tuesdays and Fridays)

There is toilet paper in the restroom

When resigning, they do not follow the Labor Standards Act and try to pressure people into working until the company is satisfied. If you refuse, they will make things difficult for you and even threaten you… What era are we living in? Unbelievable.

Wear a uniform four days a week.

Once a month, you have to attend a morning meeting promptly at 8:00. You have to stand and listen to the general manager speak for at least 30 minutes, and it gets so hot that your clothes are completely soaked with sweat.

The office atmosphere is gloomy, and the workplace is extremely unfriendly.

The “training” is just a gimmick. Just look at it and move on—under no circumstances should you take it seriously. Prepare yourself for a journey through hell.

Never trust what the various departments say with a smile. The next time, they may change their attitude and flatly deny everything, making you question your sanity.

There are many emotional women there who will call and berate you when you have no idea what is going on, leaving you completely confused. You absolutely cannot talk back; even saying one “but” will get you blocked.

Many people who do not do their work will come up with wildly exaggerated reasons to push their work onto others—more absurd than any tall tale.

The supervisors are completely detached from the situation.

The company email system sometimes fails to deliver messages, so you are often scolded for no apparent reason.

The work cannot be finished during working hours, so you have to take it home. The company provides a laptop, but there is no overtime pay.

If you have connections, there are no problems; if you have no connections, you become the problem. Take note.

Less overtime, and salaries are paid on time

The department I worked in was the Content Team within ADB (Asia Digital Business) at the Taipei Neihu office.

I left nearly three months ago. Although I was there for less than five months, I can still say that I experienced this firsthand.

If you ask for my advice, I would say that you may consider it if you urgently need a job because you are short on money (I think this is also what most former and current employees think). The reasons are as follows:

1. Team member turnover

Under the leadership of Director Fang (yes, the same Director Fang who was praised in several previous posts) over the past two years, this team has replaced more than 40 team members, including one VP, three content managers, three marketing managers, one executive assistant, one platform manager, and more than 30 other members. The conclusion reached by everyone regarding the reasons for leaving is the same, and many colleagues resigned without having found a new job.

2. Team atmosphere

Overall, the entire team is dull and lacks energy. I remember that a coach who came to film asked me about it. We did not seem at all like a company in the sports industry; the office was very lively, but the entire team was lifeless. During my brief few months there, I also felt that everyone seemed unwilling to take responsibility. At work, people passed tasks back and forth, and there was a lack of trust among team members. Everyone’s attitude was to avoid handling anything they could, finish only what was within their own scope, and leave it at that. Even good ideas could not be accepted. Because of the excessive turnover, many projects had already changed hands several times, resulting in many decisions and details becoming incomprehensible. It was impossible to find the right person to ask, and many things had to be started over from scratch.

The interviewer was quite polite.

The HR department has absolutely no idea about market salary levels. The salary is far below the industry standard, and when they make the offer, they even have a sense of superiority.

Please—you’re offering a very low salary, okay? Find out the market rates before making an offer.

Please publish your salary ranges online. Don’t waste people’s time by asking them to come for interviews.

I thought applying to a department that wasn’t mentioned in the previous reviews would help me avoid the pitfalls, but it turns out the other departments are just as terrible—terrible, terrible, terrible.

None

Whenever the company encounters a make-up workday, it issues an announcement notifying everyone to uniformly take annual leave. Those without annual leave have to take personal leave. I looked into it, and this violates the Labor Standards Act, right?

New employees don't have much annual leave, so they can't arrange to use it all at the times they want to take off, and still have to take personal leave….

The first interview was fairly pleasant.

For the second interview, since I had read this post, I asked the general manager a few more questions. Basically, all I got were vague, empty answers.

The above was originally supposed to describe the pros, but I accidentally went straight to the cons.

When the headhunter first approached me about this position, they did not clearly explain the interview process at all. Only after the first and second interviews did they test my English?

Imagine if you were a manager at Johnson Fitness: how much time would be wasted if, only after the second interview, you discovered that the candidate was completely hopeless at English? But it is obvious that this is also one of HR’s various bargaining chips for pushing down the salary. I heard there is also an assignment on product planning coming up?

And from beginning to end, they kept saying they could not get in touch with their own HR.

Don’t really believe the talk about digital transformation in a traditional industry unless they dare to make sweeping changes to the workforce—especially getting rid of those who do nothing but talk.

Headquarters accounting: a department with an extremely high turnover rate; the entire team changes every year.

There are also supervisors at the overseas plants—several of them leave after roughly six months.

I often see supervisors attend meetings with management, have their subordinates give presentations and answer questions, and then quietly sit and listen on the side.

At that point, they might as well let the subordinates be the supervisors.

Being a supervisor is not that simple. If you do not understand something, you should make a serious effort to learn it, and your communication skills also need to be developed.

A person can only be called a manager if they provide others with opportunities to learn.

It is not enough to merely know how to use tools such as performance evaluations and termination.

After commuting such a long way to work every day, all you do is nitpick unimportant details.

In such a short time, one or two dozen employees have already left, while the supervisors seem to remain the same. Is there something wrong with the employees being hired, or is there something wrong with the supervisors?

If the department cannot retain its own staff, how can it properly manage the overseas accounts and departments?

Without a certain level of perspective and professional expertise, it is impossible to retain good talent or help management make effective decisions that generate profits for the group.

If you cannot handle these basic responsibilities well, you are not suited for a management role.

The HR department has it tough enough already, and still has to help look for people everywhere. Every year, the colleagues are all new faces. I have never seen an accounting department with such a high turnover rate.

By the way, the department supervisor definitely does not get emotional or yell in the office.

Nor do they ever insult, intimidate, or threaten subordinates to achieve unreasonable work targets.

If you ask the supervisor how the work should be carried out, they definitely will not be completely unable to answer.

Nor do they often leave work punctually at six o’clock and then make their subordinates work overtime until seven or eight.

Usually, when employees want to resign, it is because of their own career planning.

The turnover rate is extremely high.

Johnson Health Tech MIRROR CYCLE Digital Content Collaboration Model

You need to be very careful when collaborating with this organization, and must carefully record all verbal agreements, especially any various arrangements made through Director Fang.

Large companies will use all kinds of resource exchanges to pressure you into unfavorable terms. Although the collaboration is conducted in the company's name, in practice the traffic and publicity still need to be supported by influencers and major corporations. Then, because the department wants to save money, it will use the resources available to the large company to bluff you. Do not make concessions in the contract, lest you be taken advantage of completely.

Influencers who already have traffic are advised to do it themselves, or at least obtain a normal collaboration fee before proceeding. If the old company's stingy department wants to piggyback on digital traffic but cannot afford to pay, there is really little value in collaborating; the money and placements are merely being handed over to the spokesperson.

Seriously, seriously, if I had to say, it would be ~ developing the patience needed for my next job, I guess?

After getting used to the laughably absurd management style here, you’ll think everyone at other companies is a management genius.

It also proved a classic saying:

“Don’t work for a traditional-industry family business.”

They loudly📣📣 tout their digital transformation.

But after losing money for just a year or two, they lay people off, saying they’ll completely outsource everything and hire influencers instead😂😂😂😂

Every time they make the news, it’s good news. But then you take a look at the financial statements...

Hmm… getting laid off doesn’t seem like such a bad thing after all😂😂😂😂

(But people with connections won’t be laid off, so hurry up and cozy up to the powerful and flatter them. As long as you have this skill, you can steadily climb the ladder at this company~~~~~~~)

The CEO first gives a morale-boosting speech, and then HR comes in to slaughter the employees.

Extremely disrespectful toward employees. They did not honor the original job description, and then HR ambushed employees with a waiver, trampling their efforts and forcing them to sign it—or face dismissal. All I can do is laugh; there’s nothing this company won’t do. https://ppt.cc/fuistx

Congratulations to President Fang for finally getting his wish and cutting everyone down to size～

President Fang still dominates Asia Digital.

As one of his trusted favorites, stay safe!

Update～

The studio relocation was chaotic, and they brought in a “seasoned industry professional” who did nothing but talk about building the studio.

After the studio was finally completed, less than a month after it began operating, they made sweeping cuts, laying off more than 10 members of the original content team under the name of “organizational downsizing”～

They said everything would be outsourced to professional teams～so that there could be better work and product subscriptions could grow？？？！！！They even said that all TV stations are doing this now？？？

President Fang said that the remaining employees would all have a very difficult time, each person taking on the work of three people, while working together to optimize the content and create a better future！

Best wishes to anyone thinking of applying—think very carefully～

Be prepared with exceptional patience and a healthy liver before joining President Fang’s Asia Digital Department 2.0!

Very good at promotion, very good at deceiving

https://www.cheers.com.tw/article/article.action?id=5100861

It’s been a long time since I’ve seen this company on the homepage～～

I’m here to quickly update everyone’s information so no one steps on a landmine～～～～～

Fang Xiaosi’s personally recruited Li Wen isn’t doing it anymore either～～～

Even with a personal relationship, she still couldn’t continue working there—Fang Xiaosi is really laughable～～～～

Even the mid- and senior-level managers don’t want to do it anymore～～～～～

The boss also seems not to care, just letting Xiaosi continue to mess around～～～～

But all of you, don’t devote your lives to this hellhole～～～～～

Leave if you should～～～～

This place does nothing but deceive people～～～～～～

None

The department head who conducted the interview was okay, but the manager was arrogant and obnoxious, finding fault with everything.

As a manager at a traditional manufacturing company, they seemed to think they were in a top-tier technology company. They couldn’t offer much money but demanded a lot, and after criticizing you, they asked when you could start.

I declined the offer.

With people like this at the top, no wonder the EPS is so miserable.

Pays salaries on time and provides a lunch allowance

The veteran employee responsible for training others has a problematic attitude. She treats new hires with the attitude of “I have no obligation to teach you,” deliberately makes things difficult for them, does not share information, dislikes being asked questions, and tries to make new hires make mistakes. After they make mistakes or do something poorly, she blames them and then complains to the supervisor.

The supervisor and two female veteran employees form a clique and bully new hires in the workplace. They also like to gossip during meetings.

PS: This department consists entirely of women. The supervisor’s name starts with M, and the veteran employee’s name starts with I. Be extremely careful of this veteran employee—she has an inflated ego, is very scheming, and inexplicably dislikes other people. Could being younger and prettier than her be one of the reasons she dislikes someone? 😆

Everything is still happening…….

I heard that it seems… Mr. Fang’s old habits have resurfaced?

He has started harassing newcomers without restraint!

Why can’t he learn his lesson?

It seems that some assistant managers are the same species as Mr. Fang?

Devoting one’s life to work?

Can anyone provide an update?

If you are elderly or looking for work, you can get to know Miss Fang～She will refer you for jobs～let you earn a high salary～and then enjoy yourself!

Here is an update on the recent situation.

General Manager Fang—Fang Da

Associate Manager Coco—Li Wen

Assistant Manager Xiao—Singer

The above are the subjects of this post.

Fang Da brought Li Wen in. It was very interesting, and it also looked like she did not know how to do much. Then, as soon as she joined the company, despite being unfamiliar with it, she interviewed new applicants—and her attitude was extremely poor as well (you can look at the earlier interview posts yourself).

Moreover, she was arrogant as soon as she arrived. Li Wen’s impression is probably about the same as Fang Da’s～They are very good at talking, but whether they can actually do and execute the work is another matter entirely. Fang Da brought in many senior executives, but did not promptly recruit enough people who actually handle the operations, causing difficulties in the workflow. Fang Da says the same things in meetings every day. Fang Da never gets tired of saying them, and then pretends to be pitiful, claiming that the people at the Taichung headquarters are making things difficult for Fang Da—the sympathy card!

As for the singer, he is considered a good person and is also someone who carries out the work. He is a good supervisor who can coordinate between people. I only worry that he may become too friendly with the people doing the actual work, making Fang Da and Li Wen unhappy. Sigh～This is basically a company run by people who are good like his father. Everyone who comes here to work～has to become a bad person, or they will be bullied!

Wishing everyone in the future～a wonderful tomorrow. Wishing Fang Da～safe travels and good health.

If anyone has more recent information or encounters any injustice or wrongdoing, please come here and tell everyone, so that people can avoid stepping on a landmine!

Congratulations! The Eye of Heaven homepage

Whenever Fang Yiji entered the shop, everyone would look at him and laugh.

Some would call out, “Fang Yiji, are you getting ready to change companies again!”

She would not answer, but would say to the boss, “I’ll be the general manager of the new business unit.” Then she would start making up grandiose stories.

They would deliberately shout loudly again, “You must have been laid off again!”

Fang Yiji would open her eyes wide and say, “How can you falsely accuse me of wrongdoing out of thin air…”

“What integrity? I saw you with my own eyes the day before yesterday, protesting against your employees and humiliating people.”

Fang Yiji’s face would flush, the veins on her forehead bulging one after another, as she argued, “I used to work for a foreign company… damn it!… Does messaging employees on LINE after work count as overtime?”

What followed was a string of incomprehensible words, things like “young masters and young ladies” and “get lost,” which made everyone burst out laughing. The shop, inside and out, was filled with a lively atmosphere.

Stable paychecks and salary increases; basically, there are no layoffs. Those who couldn't pass the civil service exam are welcome to give it a try.

The company is very traditional.

Uniforms are required, and desks must not have too many miscellaneous items on them; jackets are not allowed to be hung on chairs, among many other minor rules.

Whether between departments or within a department, horizontal communication is very difficult.

A family-owned business.

The head of the Asia Digital Business Division is unsuitable for the position.

The reasons have already been sufficiently explained in the previous posts, so I will not elaborate further.

The publicly listed company has a brand and established systems. New employees receive 10 days of annual leave upon joining (allocated on a pro-rata basis; if you leave mid-year, the leave is also granted on a pro-rata basis).

The company does not respect its employees and offers little room for development. The company requires every employee to write a work plan, then frequently uses the work-plan evaluation to penalize you and cut your salary. The salary package agreed upon with you can only be taken as a reference; whether you receive it depends on your luck and whether you win the favor of the emotionally volatile general manager. At present, this unit has more than 30 people, and 15 of them have resigned!

Simply put, this company is all reputation and no substance, yet it has even received an international award for best employer brand, which really makes one question the fairness of the award.

1. The HR department and talent development lack professionalism

Before joining, you have to complete many tests, including an intelligence test and the TOEIC. You also have to wait a long time before being able to report for work, and the administrative process is extremely lengthy. But after joining, you are simply told to go online and view the courses yourself; HR does not provide new employees with any pre-employment orientation. It is quite puzzling: there are so many requirements before joining, yet the HR department’s standards are so…

2. Employees are not respected. Everyone has to clock in, including managers, and staff are also required to write daily work logs, recording every detail of their work. This is rather bizarre—is this the management of children?

3. The general manager of Asia Digital is an odd character—or perhaps it would be more accurate to say she has a reading disorder. She often does not read the reports you spend so much time preparing. Every weekend, she pressures you to work overtime to write reports or fire people. Unfortunately, the reports you work overtime to deliver to her are not read by her. She doesn’t read them—she doesn’t read them—she doesn’t read them. This is important‼️ Three times! She doesn’t read your reports. Then… without carefully reading the reports you worked overtime to prepare, she will come up with new ideas and requirements, leaving you devastated, and demand that you produce yet another new report! As a result, your reports will have many versions; producing six versions is usually the minimum. Don’t be too surprised if there are ten!

4. Decision-making is constantly changing. You have to be prepared to revise a project over and over again, until the ends of the earth, and she is always forgetful, eventually forgetting the decisions she made. You then become the scapegoat, because she will push all, all, all of her wrong decisions onto you.

It is extremely difficult to stay here for more than three months because they use various methods to extend your probationary period, or constantly warn you that you must do this or that to pass probation. Fundamentally, they are simply trying to bully workers, and the HR department is even more remarkable—it fully supports this kind of practice. For a company with this kind of culture, I still advise everyone: you deserve a better stage!

You get ten days of annual leave from the very beginning.

1. No HR department: This company essentially only has a personnel department (its capabilities are limited to handling employee attendance and payroll; there is no sense that it engages in talent development, employee relations, or serves as a communication channel for employees, etc.). The problem also lies in the management style of supervisors who have been with the company for years. Even capable subordinates they recruit may be unable to realize their potential. If the head of HR at a company dares not offer advice to the owner or department heads and only flatters them, the company will not develop very well.

2. When negotiating salary, a small portion is designated as a performance bonus, which the supervisor can deduct based on their own judgment.

3. The company still gives the impression that senior employees (those who have been with the company for a long time) are not very polite to new hires, even if the newcomers are highly experienced elsewhere. Long-serving employees can come across as taking advantage of their seniority.

4. The internal systems are very difficult to use.

5. People in the digital department keep leaving because of the supervisor’s management style, yet no department appears to have stepped in to address the issue. People continue to leave, so if similar incidents occur in other departments in the future, the company probably will not deal with them either…

6. The company is very well-known and its stock is also fairly good. If it could invite professional managers to join, the company should be capable of more than this.

7. Based on the current management model, I do not recommend joining unless there is major reform.

Salaries are paid on time

The female general manager of the Asia Digital Business has inadequate professional capabilities and insists on micromanaging everything, driving away all the relevant managers. She also disrespects professionals, attributes poor sales performance to unreasonable excuses, and then shifts the blame to subordinates. She likes to give people terrible performance reviews and issue written performance improvement plans, while putting on airs and making things difficult in every possible way. She verbally abuses employees, uses transfers as a means of saying employees are unfit for their roles, repeatedly extends employees’ probationary periods, and abuses her authority to pressure employees. Since she arrived, more than a dozen people have resigned. The mental and physical distress during work is severe, and the pressure is so great that it is difficult to sleep. No one at the company can rein her in. Overall, the work environment is highly unrecommended.

I hope Jo Shan employees will stand up.

Don't let your rights fall asleep.

Workers can speak up loudly now.

Large companies shouldn't treat everyone this way.

Because of one unprofessional person, everyone is now in a precarious situation.

It feels terrible.

Can't the company see clearly yet?

Are everyone at Asia Digital really as terrible as General Manager Fang said?

If you, boss, have eyes,

you should come to Taipei, take a look, and ask everyone what they have actually done and used.

HR, please also stop protecting Miss Fang,

because one day you will also be treated terribly.

Shifting responsibility is what Miss Fang does best.

So she's the best and everyone else is the worst? What kind of twisted logic is that?

Everyone at Asia Digital works from the most professional perspective,

whether in marketing or production and broadcasting.

Only Miss Fang is still completely out of touch!

Xiao-ci, Xiao-ci. Hilarious, absolutely hilarious.

If you sincerely intend to repent,

you must honestly examine your conscience,

and swear to Heaven that all your methods are normal!

I can't believe Miss Fang's story has even spread all the way to Pig's Feet over there. Impressive!

https://www.dcard.tw/f/job/p/238201948?cid=FA05AB3F-9BB9-4AC3-9940-2A33B85306FC

I’m the original poster from the previous post about my family’s pros and cons.

To avoid any suspicion that I’m trying to wash away negative reviews, I’ll tell everyone directly:

I posted something this morning, but it mentioned someone who didn’t need to be dragged into it.

After careful consideration, I’m reposting it.

Even after seeing all the evidence of bullying, the company still insisted on protecting that general manager.

Is it officials protecting officials? Or does the company have some other consideration? No one knows.

But as an employee, all I feel is disappointment and anger.

I’m glad I’ve already resigned. I hope my former colleagues in that department can leave as soon as possible.

To everyone else working at that company, please be careful too. This company has poor labor rights, so watch out.

If you’re looking for a job and considering coming here, there’s still hope for you.

Don’t refuse to believe what people say online.

Finally, a few words of advice for my former employer.

Boss

“Having an honest and decent exterior also requires an honest and decent heart. Nowadays, everyone has a phone in hand; I’m only afraid that photos of you interacting with that person who must not be publicly identified have already been taken. If they end up in gossip media, it won’t look good when the façade of honesty and decency is exposed.”

HR

“When an employee files a complaint, you need to deal with it. Don’t sit high above everyone else and merely belittle their professionalism, only to become afraid when the fire reaches you.”

Senior management

“Is this show entertaining? If you don’t deal with it soon, it’ll be hilarious when the stock price plunges.”

A certain manager

“Xiaoci, Xiaoci—people should be loyal, filial, humane, and kind. What a waste of such a meaningful name. Your current actions are more like ‘laughing to death’; that name would actually suit you quite well. After all, your professionalism and English are truly laughable.”

I’ve said what needed to be said. I don’t expect things to improve, but I look forward to the day when the outside world sees through everything.

There’s no need to threaten to sue employees for making false accusations or to say you’ll track down who made the comments—as if we were still under martial law. We gave you all the evidence long ago.

Instead, I’m worried that your company and the people mentioned above may end up receiving legal confirmation of wrongdoing. Then you can cry about it.

To all my former colleagues: bravely take that step. You all deserve to be treated better.

Ten days of annual leave per year (but employees are expected to use annual leave when make-up workdays are scheduled)

New Digital Business Division

- The female general manager lacks professional competence, often making many astonishing decisions and showing no respect for professionals.

- She is very fond of micromanaging the team and has a strong desire for control. She is enthusiastic about all kinds of management spreadsheets, causing employees to waste an extremely long time filling them out while work efficiency remains very low.

- Regardless of whether it is a holiday or Lunar New Year, employees have to show up whenever she needs them (with no overtime pay).

- The team atmosphere is poor, horizontal communication among employees is difficult, and there is a strong emphasis on hierarchical relationships between functions.

- She often makes things difficult for employees she dislikes over trivial matters, repeatedly rejects submissions and deducts bonuses; the standards are applied based on the person rather than the matter.

Conclusion:

Both this company and this department suffer from the serious problems of being extremely stingy toward employees and having an outdated, rigid management system. It is unclear where the so-called “happy workplace” comes from. If you want to see firsthand how backward a workplace can be, with employees in an extremely disadvantaged position, you might as well give it a try.

Family-owned traditional industry company—

What advantages are there?

This place is nothing like a company; it is a kingdom.

In reality, everyone is merely a vassal serving the family.

Externally, they have to promote the image that everything within the kingdom is harmonious and peaceful.

In fact, it has long been rotten to the core. The managers are merely going through the motions. If the family members do not give orders, the managers will not act at all. The people who are promoted and given raises are always those with connections to the family.

General Manager Fang, mentioned in the previous posts, is merely one small part of this company’s corruption.

Human Resources and all the other departments have also long been extremely corrupt.

HR does not understand the market rate and only wants to push wages down; otherwise, they insult you.

For another example, take one of the king’s classmates, who wears a 6XL uniform.

He comes into the company at noon every day and then goes on to intimidate employees.

For example: when the digital product was first launched, every salesperson was required to sell it. Otherwise, they would be prohibited from taking leave and would not receive bonuses. In the end, they only became afraid after being reported.

The thing this company is best at is its external image. 天下 and 遠見 have both hyped this kingdom up, portraying the king’s family as completely harmonious.

Who doesn’t know how chaotic things are within the family?

Even when the company makes money, it will not share it with employees.

If you are thinking of coming here, you might as well enlist as a volunteer soldier; the pay may even be higher.

Colleagues are very easy to get along with

Salaries are paid on time

Professionals gathered under one roof

Publicly listed

Ten days of annual leave are granted upon joining (calculated on a pro rata basis)

The female general manager surnamed Fang of the digital business unit has an extremely poor management style and does not trust her subordinates. If any matter is not reported upward, she treats subordinates with verbal abuse and threats.


Three months after the general manager took office, members of the marketing team began resigning one after another. After the Lunar New Year, seven or eight colleagues resigned all at once.



She says all day long that the company is not making money because people like you have no ideas.

Then she says people cannot get things done, but when asked what approach the female general manager surnamed Fang would suggest, she never gives an answer and instead shifts the responsibility to her subordinates. She has no managerial presence whatsoever.

Then there is the great reshuffling through transfers and demotions, with the explanation that employees are unsuitable for their positions. The HR manager also sides with the female general manager surnamed Fang. I do not know whether the head office owner is putting pressure on them, but no one can do anything about her. Even the head of HR has no intention of handling the matter. It is a terrible system.

What the general manager loves to do is make an issue out of trivial matters between employees. For example, when colleagues help order lunch or drinks for one another, the general manager still finds fault with it and deliberately makes things difficult for employees, returning reports and demanding improvement plans all day long. She is simply an emotionally troubled person!

She even sends LINE messages and emails after midnight. Does the female general manager surnamed Fang not need to sleep??

Or does her time run differently from everyone else’s?!



This prevents employees from taking proper time off.

All employees have to sacrifice their private lives to work with her.

The boss seems to really like her way of doing things. How strange!

She brings in her own friends to fill consultant positions, and these consultants have abilities somewhere between retirement and unemployment. When their shortcomings are exposed, they become unhappy. Her consultant friends even threaten colleagues, making it extremely difficult for them to work. They are essentially here to swindle corporate money.

It is impossible to see where the professionalism is. The company’s corporate images have also been used in a completely chaotic manner.

All I can say is that her management style leaves the team in constant turmoil, splits it apart, and causes professional talent to leave in droves, resulting in damage to the company—yet the boss still has not noticed.

I can only hope that the employees who remain can get through each day safely. I also hope that all job seekers will think carefully before applying. If you enjoy interacting with managers or are good at managing upward, you are welcome to apply to the company’s Asia Digital Business.

1. Pays salaries on time

2. Publicly listed

3. Ten days of annual leave immediately upon starting (calculated on a prorated basis)

1. The company has a strong bureaucratic atmosphere, and the way each department handles problems is to pass the buck back and forth.

Those who genuinely want to work hard and build a career here, please do not come work for this company.

2. This is a company that sells stocks, yet its overtime application form is merely a formality. Access must also be enabled before applying. Because all necessary overtime hours can only be applied for as “compensatory leave” or “shift changes,” HR even directly says that the company operates under a responsibility-based work system.

3. Headquarters is obsessed with 5S: no more than one cup of water on the desk, jackets cannot be hung on the back of a chair, and so on. Are we going to work or doing military service? It is unclear how much these management practices can improve employee productivity.

4. Although the Taipei digital business unit says it hopes to expand into the digital business, its work methods are extremely antiquated. Several similar Line groups have been created, yet the efficiency of information flow within the department is inversely proportional to the number of groups. Employees often have to expend tremendous effort communicating about the same matter, and duplicated work frequently occurs within the department.

The general manager of the digital business unit has extremely poor management methods and does not trust subordinates. If anything is not reported upward, subordinates are treated with verbal abuse and threats.

After the general manager had been in the position for three months, members of the marketing team began resigning one after another. After the Lunar New Year, seven or eight employees resigned all at once.

In addition, when the general manager takes a dislike to an employee who has passed the probationary period, they make things difficult for the employee and ask them to submit an improvement plan. After receiving the plan, they arrange weekly meetings with the employee, placing enormous mental and physical pressure on them. The employee is unable to focus on their own work because they have to prepare the improvement plan.

Another tactic is the use of transfers and demotions. The stated reason is that the employee is unsuitable for the position, so they are transferred to another role, affecting their seniority.

For those who have not passed the probationary period, the company maliciously extends their probation. The evaluations used to justify the extension are vague and insubstantial, leaving employees at a loss.

The general manager loves making an issue out of trivial matters between employees. For example, they disapprove when colleagues help one another order lunch or drinks, yet they can ask subordinates to call cars for them and handle their accounts. The rule seems to be that officials may set fires while ordinary people are forbidden from lighting lamps.

The company maliciously withholds payments owed to vendors. When outsourced vendors are asked to provide assistance for events or scheduling needs, the company questions the quotations or labor hours during the post-event billing stage, preventing the vendors and laborers from receiving payment on time. Some vendors have even been unable to collect amounts owed to them for nearly four months.

The general manager is someone with no private life. On holidays, they often post old-people-style images and information that is clearly of no help in the group chats. The number of messages assigning managerial work is impossible to count. Employees still receive calls from the general manager while on leave; besides assigning work, the calls are more often for verbal abuse, preventing employees from properly enjoying their time off.

It is as if all employees are expected to sacrifice their private lives to work alongside them.

Conclusion: Whether you have already finished your interview, are preparing to attend one, or have already been hired but have not yet started, you can still save yourselves!!!

After reading these reviews, it should be very clear what kind of company this is. Unpleasant things are unavoidable in any workplace, but I think there is no doubt that you should not consider working in this department of this company.

Bet your career and live each challenging day to the fullest

The daughter of the digital broadcasting division’s owner occasionally suffers from amnesia and an inability to understand things. Her preferences are obvious, and she goes to great lengths to pull strings and protect the position she made up for herself. She shifts responsibility for the checks she writes recklessly onto her subordinates, never once taking responsibility or admitting that her decisions were wrong. She drives colleagues away and brings in her own friends to fill consultant positions, even though these consultants’ abilities fall somewhere between retirement and unemployment. Their technical skills are utterly inept. It is plainly a little sister pretending to be a manager, speaking in that affected, cutesy style all day long, making people sick.

If you’re sufficiently willing to be exploited, come in and give it a try—see how this impressive manager manages to make a name for herself in an old-line industry environment that is trying to act young.

Pays salaries on time

Service unit: Asia Digital Business

A new business unit with nearly 50 employees, but the manager provides vague direction regarding the department’s development and work assignments. Meetings are filled with various motivational speeches, with no clear project planning or execution methods. Work progresses slowly and efficiency is extremely low.

The manager’s management style is highly emotional, and they frequently lose control of their emotions; there have even been incidents of shouting and berating.

The level of physical and emotional distress during work is quite high. Despite the long working hours, efficiency is extremely low, and there is almost no sense of accomplishment. Overall, the work environment is highly unrecommended.

Paychecks are issued on time. Most colleagues are very professional.

The General Manager of the Asia Digital Division has serious emotional issues, disrespects professional expertise, and uses her authority to bully employees. She repeatedly sends work plans back to make things difficult for employees and does not pay the bonuses promised during interviews. She maliciously extends probationary periods (a senior executive who does not understand the Labor Standards Act yet has an unjustifiably high opinion of herself). The headquarters' management department knows about this but does nothing. They do not care about the large number of employees leaving. (Since she took office, more than 15 employees have left in just over half a year. If you also want to be one of them, go ahead and join!)

Starting from the interview, applicants are required to submit assignments. From receiving the offer to starting work—over the course of one month—the company repeatedly demands that applicants begin working. Although I refused on the grounds that this was illegal, they still sent emails all day long. They send work or schedule meetings for discussion on holidays. They even implied that I could work for her on holidays (after the matter was reported to the company, no wages were paid). After joining, I worked more than 16 hours every day and still had to receive LINE messages and work assignments on holidays. Female colleagues who worked past 10 p.m. received no compensation, violating the Labor Standards Act, and the HR department did not care.

The company's goals are unclear, and it does not make annual plans. It even gives you plans from previous companies for reference (this was the first time I had seen a general manager leak work plans from a former company). Managers and colleagues are asked to target coworkers they dislike; if you speak with a bullied colleague, it is noted down. It is truly unbelievable.

In all my years working for foreign companies, this is the first time I have encountered management like this. They took the contents of your references' emails and sent them to the person concerned to criticize their work performance. Someone who does not know how to protect personal data and leaks company secrets uses her authority to threaten employees and repeatedly forces different employees out by claiming they are incompetent. (There must be something wrong with this company's interviews—if someone is incompetent, why issue them an offer?) The management executive said that Johnson Health Tech is not a company that hires employees only to make them resign. Yet when handling labor issues, they use exactly this approach to force employees out. They maliciously demote professional managers (one such manager had been praised by clients). When they encounter an employee they dislike, they schedule one-on-one interviews every day. (This is the general manager I have seen with the most time to chat with employees every day.) So much time is spent preparing for each day's conversations that projects cannot proceed.

Most people cannot withstand the emotional pressure every day and choose to leave. A company that disregards employee development and downplays unlawful workplace violations truly has no right to receive an honor such as a happy workplace certification. (I question the certification company's evaluation criteria.)

Paychecks are issued on time. Most colleagues are very professional.

The General Manager of the Digital Division for the Asia region has serious emotional issues, does not respect professional expertise, and uses her authority to bully employees. She repeatedly rejects work plans to make things difficult for employees and does not pay the bonuses promised during interviews. She maliciously extends probation periods (a senior executive who does not understand labor laws yet has an inflated sense of self). The headquarters’ management department is aware of this but does nothing. They also do not care about the large number of employees leaving—more than 15 employees have left in the roughly six months since she joined. If you also want to be number 16, feel free to come aboard!

Starting from the interview, applicants are required to submit assignments. From receiving the offer to starting work one month later, they are repeatedly asked to begin working. Although I refused on the grounds that it was illegal, emails were still sent constantly. Work was assigned or meetings to discuss work were scheduled on holidays. She even implied that employees could help her work on holidays (after the matter was reported to the company, no wages were paid). After starting, employees work more than 16 hours every day and must continue receiving LINE messages and work on holidays. Female colleagues who work past 10 p.m. receive no compensation, violating labor laws, and the HR department does not care.

The company’s goals are unclear, and it does not make annual plans. It even gives employees plans from previous companies for reference (this was the first time I had seen a general manager leak work proposals from a former company). Managers and colleagues are asked to target coworkers she dislikes; if you talk to a bullied colleague, it is noted down. It is truly unbelievable.

After many years of working for foreign companies, this is the first time I have seen management like this. She forwarded the contents of your references’ emails to the person concerned to criticize their work performance. Someone who does not know how to protect personal data and leaks company secrets uses her authority to threaten employees, continually forcing different employees out by claiming they lack ability (there must be something wrong with this company’s interview process—if they lacked ability, why issue them an offer?). The management executive says that Johnson Health Tech is not a company that hires employees only to make them resign. But when handling labor issues, they use exactly this method to force employees out. They maliciously demote professional managers (one such manager had been praised by clients). When she encounters an employee she dislikes, she schedules one-on-one interviews every day (this is the general manager I have seen with the most time to chat with employees every day). Preparing for each day’s conversations makes it impossible for projects to move forward.

Most people cannot withstand the emotional pressure every day and choose to leave. A company that disregards employee development and treats unlawful workplace harms lightly truly has no right to receive an honor such as “Happy Enterprise” (I question the certification company’s evaluation criteria).

None

The company is actually quite ordinary.

However, the general manager of the new digital business unit is particularly outrageous.

Assigning work on holidays is the norm, and it is considered normal for colleagues to work until seven or eight o’clock (with no compensatory leave or overtime pay).

She has poor emotional control and curses at and attacks colleagues during meetings.

Since “she” joined last year, the entire marketing team has already been replaced.

After the Lunar New Year this year, nearly seven or eight more colleagues left.

If she were truly capable, that might be one thing, but I have not seen any notable achievements either.

If you see job openings for the digital business unit on 104, please value yourself and stay away.

You deserve a better choice.

Salaries are paid on time

The team atmosphere is poor, communication between departments is difficult, and each department only focuses on its own work and KPIs, resulting in inefficiency.

In particular, one newly established business unit is led by a parachuted-in manager who is not a professional in the field and does not respect professionals. Meetings lack focus, meaningless tasks are often undertaken, and the manager frequently forgets their own decisions. When problems arise, they shift the blame to subordinates and swear during meetings, creating chaos in the department. As a result, the turnover rate is very high. However, one strength worth learning from is that the manager is very good at managing upward. If you want to take on challenging work, you may consider applying.

Regarding work experience, they require data and also ask you to prepare information from your previous company (a very strange requirement).

The salary structure is somewhat strange, with many components. It is divided into base salary + monthly bonus, but since this is clearly not a sales position, splitting the salary into two parts is also quite strange. As for benefits, there is a uniform, but people do not wear uniforms in Taipei.

The interview took a little over an hour, but there are two rounds: an initial interview and a second interview.

You also have to take an intelligence test and the TOEIC. The entire process takes about more than a month. If you need to find a job quickly, you may want to reconsider...

They require you to do an assignment—so lacking in standards, just trying to steal candidates’ ideas

They require candidates to do an assignment, and they give three questions at once. Honestly, it feels quite a lot like they want to steal the ideas of people they interview. Their questions require: 1. Providing successful cases from previous jobs and presenting data from projects the candidate handled (this is really quite...) 2. Conducting a competitor analysis of the sports video and audio industry 3. Presenting your ideas or plans for this position at Johnson Health Tech... To be frank, with so many questions, my goodness, how much are they going to pay me? Moreover, they require specific figures from previous projects. Isn’t that just an attempt to look at other people’s numbers, or what?

Johnson Health Tech’s headquarters are in Taichung. I interviewed this time for Asia Digital. Their office is in Neihu, on Xing’ai Road, in a somewhat remote area—it is not accessible by MRT.

Their office is in a place resembling a factory office, with little decoration and a very ordinary workspace. During the interview, I was taken to a small warehouse. It was tiny and also quite strange—really shabby.

After joining, I found that Johnson Health Tech is not much like a typical large listed company. The headquarters are in Taichung, and the Taipei office lacks any sense of grandeur. The company culture is very traditional, with a strong bureaucratic atmosphere and many entrenched managers. Senior managers show very little respect for employees, especially in this Asia business division. The female general manager, whose surname is Fang, is highly emotional. She sometimes curses at employees using profanity, and frequently threatens employees with performance-improvement plans. Although she had only been with the company for a few months, she quickly laid off some employees. She is quite enthusiastic about managing employees through intimidation. Even more unbearable is that she often assigns work very late at night, with an extremely high-pressure and distrustful attitude.

The general manager of Johnson Health Tech Digital, Ms. Fang, is an oddball and extremely unfriendly toward employees. She is arrogant and condescending, making her difficult to communicate with. She often raises her voice and scolds employees in the office, and she has very poor boundaries: she calls employees late at night or on holidays to demand meetings or assign work. After joining, I discovered that this department was a complete mess. It held a large number of meetings with little constructive value. The general manager’s abilities were very poor, and she had little operational experience. She was also responsible for leading the video and audio production department, which employed a large group of program production staff, but she herself did not even know how to write a program proposal, let alone have any digital experience.

I strongly discourage digital professionals from coming here. The department’s main responsibility at present is infighting; the entire department is busy helping the manager compete for territory, leaving no time for important business work. Most of the time is spent on political issues. They loudly claim they want to enter the sports video and audio OTT market, but the top manager does not even possess some basic digital marketing skills. More importantly, she has no respect for professional expertise. Everything must be reported in person, and every matter must be reported upward; if something has not been reported to her, you will be reprimanded. It is even more bureaucratic than a government agency. No wonder this department’s vacancies remain posted continuously. Anyone who can last more than six months is impressive, and there is a reason the turnover rate is so high.

Pays salaries on time

The company is very stingy with its employees. Externally, it makes itself sound very powerful because it needs to support its stock price, constantly claiming things like acquiring other companies and being the largest in the world, etc. Meanwhile, employees only receive one month of year-end bonus and one month of profit sharing—if they even receive them. It is the epitome of stinginess in the traditional manufacturing industry. Employee turnover is extremely high because parachuted-in hires keep appearing and then leaving soon afterward. To be honest, there is not much motivation to improve. The company claims externally that it is earning more, but employees’ salaries remain the same. Because the bosses do not know how to formulate strategies or detailed business models, after making one strategic error after another, they interview and hire highly paid outsiders to parachute in and revise these strategies, resulting in internal friction and unproductive management spreadsheets and other work. The company spends its costs on all of this, creating a vicious cycle. The people who are genuinely productive are all paid the lowest salaries. Pathetic.

None

The architect interview was just bringing someone in to ask questions—a waste of time

The only thing they can boast about is being publicly listed.

Also, they seem to be afraid of reports when they violate the Labor Standards Act.

Only the minimum wage—the lowest starting pay in the industry.

The bonus sounds good: “You get one if you make a sale.”

But they don’t tell you that when there are difficult-to-sell products that you’re forced to promote and you don’t sell them, no matter how good your performance is, they’ll make you sign a “voluntary bonus withholding consent form.” If you don’t sell them, you won’t get a single penny.

That’s the better version. Previously, they directly announced that if you didn’t sell them, you weren’t allowed to take a day off—not that you weren’t allowed to request leave; they simply ignored the Labor Standards Act.

Only after being reported did they change it to forcing employees to sign a voluntary bonus deduction form.

None

Applied for a Project Manager position.

The company invited me to an interview.

I proactively asked first about:

- The title of the direct supervisor

- The salary range

Response:

- The supervisor is a manager, with the Head of R&D one level above

(so this PM position is not a Project Manager position).

- They then asked me about my expected salary range.

I answered 62k–80k, and the company replied that they might not be able to meet it.

So, even though the position clearly has a budget limitation, they still ask candidates to go to an interview. Then, after taking up the candidate’s valuable time and gaining interview experience, they ask about the expected salary, discover that it is too expensive and they do not want to pay it, and then send no response?

I have encountered companies like this before. This time, I decided to ask outright; otherwise, I would not have gone. Fortunately, I did not waste my time.

......

None. Does being listed on the stock exchange count?

I really felt terrible about the whole experience.

At the beginning, I had to complete Chinese, English, and math questions that I found quite difficult. It felt like going back to high school, and it took about fifty minutes.

Next, the director interviewed me without first getting familiar with my experience, and immediately asked me to introduce my portfolio.

I spoke for about ten minutes, but they did not finish looking at any of the projects before saying that the interview was over.

They did not even explain the direction or general details of the position.

So what was the point of my traveling all the way here and spending an hour taking the test?

Extremely disrespectful. I’m furious.

You get 10 days of annual leave as soon as you join; if you have been employed for less than one year, it is prorated. This is better than what is required by the Labor Standards Act.

A family-owned company obsessed with 5S, with senior management that cannot manage and is overly sales-oriented. As long as someone can talk nonsense, sales staff can get away with anything and have an easy time.

They do all kinds of slacking off and even teach colleagues they are close to how to shirk their responsibilities. Their performance has not improved at all, yet the senior manager still favors them. Even after everyone informs her of this salesperson’s behavior, the senior manager says, “I look at the numbers.” Truly wonderful.

The senior manager cannot judge people and insists that incapable people are qualified for managerial positions, which ultimately creates a complete mess.

Job responsibilities are also unclear. Junior employees are expected to make managerial decisions—apparently, that is what proves their ability and lets them demonstrate their value. When you raise concerns, this senior manager says, “You are difficult to promote.”

She keeps talking about “the team, the team,” but allows sales staff to do nothing… truly wonderful.

The year-end bonus is stingy, and the benefits are just average, yet the senior manager still thinks she treats employees very well.

The things given to employees are always the company’s own products, but never exercise equipment—they are all organic foods.

In conclusion, if you want the company name or company scale on your résumé to be sufficiently impressive, you can still consider joining. As for this new business unit, think it over carefully. There is no harm in waiting until it is more mature before joining.

The reason I gave the overall job a poor rating is that the senior manager is the perfect embodiment of Taiwan’s capitalist employers: whatever is assigned to you, you have to do. If you do not, you are labeled “difficult to promote,” and your salary will not be increased, because she thinks everything is very, very simple.

The store staff were very polite.

After I filled out the information, no one paid any attention to me. I was in a hurry to get to work, so I told the store staff that I was short on time and would have to go to work soon. The store staff went inside and spoke with a woman in the office. After that, I felt that the woman’s attitude was basically: the interviewee’s time doesn’t matter, only her time matters. Overall, it was a very unpleasant experience. Most of the salary relies on bonuses, and the working hours are the same as those of department stores: 11:00–22:00.

Leaving work on time

The monthly salary is split into two parts, with one part labeled as a bonus that the employer can cancel and withhold at any time. However, their HR only says that the agreed-upon salary is simply paid in two portions. The entire amount was reduced to zero during the last two months before leaving the company. Congratulations—you worked for free.

1. Leave and overtime pay are in accordance with the Labor Standards Act.

2. If you are capable, you can earn a decent income even in a frontline position.

3. That's about it…

1. Workdays are full-day shifts, and the working hours are very long, usually between eleven and eleven and a half hours.

2. The base salary is low (but still better than required by the Labor Standards Act), and most of the income comes from bonuses.

3. Although overtime pay is provided, because every shift includes overtime, the monthly hours will definitely exceed 200 hours. Excessive overtime is not recorded, and it is even less likely to be compensated with overtime pay (for example, meetings).

4. The work pressure is considerable.

5. I'll add more if I get the chance…

The company is located halfway up Dadu Mountain, offering views of the city from the headquarters building (when PM2.5 levels are not high). You can also enjoy the night view in the evening.

The company environment is clean and tidy. There are 5S competitions between departments, making your workstation look almost the same after you leave work as it does after you resign—no one would even notice if a person disappeared.

The chairman inspects the company environment every day, so work logs are also one of the key items checked. The company has ten-minute breaks at 10 a.m. and 3 p.m. every day, announced by a bell. Employees must also push their chairs in and keep their seats arranged neatly. Department meetings are held every Monday, and monthly meetings are held each month; employees must stand in rows below and listen. If you want to relive your student days, this would be a good environment. Group visits are common in the company, and the chairman even leads visitors in chanting the slogan “Johnson No. 1” to boost morale.

During interviews, HR will do everything possible to downplay your professional expertise. Naturally, the ultimate goal is to lower your salary. Even more remarkably, you will not know how much you can earn until you have actually completed a full month of work.

HR will tell you that annual raises range from 3% to 5%, but “where there is a dream, there is hope.” In reality, receiving a raise of only NT$500—or no raise at all—is common. HR can nevertheless live in a parallel universe and claim that our salary levels are above the industry average, without comparing compensation according to the nature of your work or industry standards.

At work, horizontal communication between departments is practically nonexistent. It is as if each department were a soccer team doing everything possible to kick the ball away, with absolutely no intention of resolving issues properly. Only when upper management asks for information do they scramble around looking for someone to help. The operations and management unit will also do everything possible to save the company money. Where does the money come from? Of course, from employees waiting to be sacrificed. A welfare fund is deducted from your salary every month, but no one has any idea where the money goes. As for travel subsidies, if you do not join the company’s organized group, unfortunately you will not receive a single cent.

Most of the company’s machines are displayed on the fourth floor, but unfortunately they are for viewing only. The facilities employees can use are limited to a small corner on the basement level, and they are often broken and unusable. Nor should you expect employees to be able to buy products at much lower prices. At most, they offer display units without warranties for employees to purchase—and shipping and installation are not included.

The birthday gifts have also been getting worse. They went from NT$500 Carrefour gift cards to near-expiration products from the company’s health-food business group in recent years. Oh, I forgot to mention: these are also the consolation prizes at the year-end banquet. Speaking of the year-end banquet, the venue is truly worth praising: except for one year at the Splendor Hotel, it is held in the company parking lot almost every year. With a cold front and strong downslope winds, all ten dishes can become cold platters; if it rains as well, well... you will only feel even more disheartened after the meal. The performances at the year-end banquet are all opportunities for employees to entertain the executives. Aside from the CFO, who is willing to make a sacrifice, the rest require employees to play the fool in colorful costumes to amuse their superiors.

In short, this is a company that operates under the traditional-industry model while trading on the name of a multinational corporation. Behind the beautiful headquarters building are rows of corrugated-metal factory buildings.

No comment

When nothing is happening, everyone pushes the work onto someone else. When something does happen and the CEO asks about it, a bunch of inexplicable people start going around in circles asking the same questions. Truly a strange spectacle. Cross-departmental communication is seriously problematic; something can be dragged out for ages without being dealt with, and nothing happens.... In all my years of experience in the industry, this is the first company I’ve seen with an ecosystem like this. It’s really quite entertaining.

There’s also a vice president who often boasts, “I knew about this six or seven years ago.” Sigh~~~ Knowing about it clearly hasn’t led you to do anything, which is rather a shame.

None

After the interview, HR came to discuss salary and always used a very demeaning tone in an attempt to push down the salary being negotiated. It was extremely disrespectful toward professional expertise! The questions they asked were also very uninformed; if you went into any depth, HR simply couldn't understand. It was truly like casting pearls before swine.

I tell all my friends that I don't recommend looking for a job at Johnson Health Tech. It's really a company that pinches pennies to an absurd degree—no wonder it's now saving so much that it's even doing so at the expense of its stock price! Haha