德昌營造股份有限公司

None

When I was interviewed, I was told that I would be responsible for optimizing internal processes and so on.

Because of my past experience, I originally interviewed for a building operations manager position, but was instead assigned to customer service, which was different from what I had imagined.

There was absolutely no system or structure internally. Even though I established procedures and integrated some processes, hardly anyone followed them (mainly because the veterans were unwilling to cooperate and the supervisors didn't care).

They kept saying the company was still in its startup phase, but it has already been nearly three years. I have worked at places that went from not yet operating to opening to the public; if everyone seriously followed the procedures, there would be no reason for there to be no systems or processes. So the problem is simply the people!

This company is a subsidiary of Dechang Construction. The parent company is clearly such a large and long-established company, yet the vice president here runs this place as if it were a small company.

If he doesn't like you or hears something about you that he doesn't like, he will directly try to fire you～without even giving you a notice period.

But when he was submitting the dismissal paperwork himself, he came over and said he wanted to talk to me—only to schedule the discussion for the day after, when I was off.

I heard that my original dismissal date had been set as my day off, meaning I wouldn't have to come back.

All I can say about that conversation is that he only canceled the dismissal process after I said I still wanted to stay!

There are also many princes and princesses within the company.

A classic international-site (shopping mall) workplace.

Whatever you do, don't upset the planning department～

The company's highest-ranking manager below the general manager and above the managers:

As a senior executive, this supervisor does not properly carry out her own responsibilities and constantly interferes in the work of middle managers (such as section chiefs).

This woman is not good at speaking or expressing herself, yet she wants to interfere in relationship issues between employees. She simply listens to one side of the story and then makes judgments about me based on prejudice.

She said she wanted to talk to me, but from the very beginning of the conversation, after I explained the reasons, she had already formed prejudices and fixed opinions. Communication was completely impossible, and she would not listen. As a junior employee, all I could do was reply “okay, okay, okay” 🤷🏻‍♀️ to everything she said.

Senior planning manager: a two-faced, smiling tiger. She says, “You’re really amazing,” but if you are busy helping customers at the service desk and don't look at her, she runs off and says that you never look at people 🤷🏻‍♀️

Male middle manager in planning: extremely low EQ, and his emotions often explode in an instant. If you simply try to hold an interdepartmental discussion, he assumes you are targeting them and saying they are incompetent. His tone is extremely rude, as if he wants to start a fight. He loves criticizing other departments for proposing ideas and activities, but then becomes stuck in his ways and says, “We tried that before” 🤷🏻‍♀️

But these tasks are clearly things the planning department is supposed to do. They refuse to do them, expect others to come up with ideas, and then shoot down those ideas? Huh?

If I could come up with innovative marketing plans, I wouldn't be sitting in meetings with you. I would be working in Apple's marketing department, okay!

Planning princess: a certain tall, slim, short-haired woman. Being a member of the imperial family is not shameful; what is shameful is that even the more senior members of the imperial family do not use their power to file petty reports or anything like that. But this princess not only lacks the ability to work and communicate, many managers even say that she does not do her actual job. Hello? If she isn't doing her actual job, could she at least communicate about the work smoothly enough? She should listen to other people's opinions instead of insisting on her own views while having terrible logic, and she even has the nerve to say, “Don’t be so fierce,” making it seem as if she is being forced to do things!

Also, from the time I announced my resignation until my departure a week later, not a single supervisor told me anything about what had happened with the aforementioned vice president (who is also one of the princesses). The standards used to extend my probationary period were also extremely poor.

I can write them out and let everyone judge for themselves. When I first joined the company, they said they needed someone with ability. But after I was hired, they said, “What we value most is character; ability is not important.” Basically, it was all about putting on appearances and saying nice things. As long as the reports sounded good, it didn't matter whether the work was actually completed, because they simply don't care whether the results are achieved! They only care about short-term benefits and whether something was proposed at that moment.

The reasons my probationary period was extended:

1. When communicating with others, look them in the eye; listen fully, then respond in a friendly manner and with a smile.

(What the hell is this? I really don't understand. Do I look like some kind of terrifying demon?)

2. Before clarifying the facts, do not evaluate or criticize colleagues. If a colleague or supervisor raises an issue requiring improvement, listen to the whole thing first, then provide an explanation and improve as soon as possible.

(Previously, because my work involved serving as the liaison with the planning princess, she gave rather perfunctory answers.

When I asked the planning department for promotional gifts, she only said, “We don’t have enough left. Sorry.” I then asked about many possible solutions, such as, “When will you discuss the gifts again?” or “I could reduce the quantity.” But she responded the same way: “There aren’t enough. There’s nothing we can do. Sorry.”

It really makes people feel that you don't care and simply want to brush them off. You didn't even try to ask the person in charge when the matter could be discussed again 🤷🏻‍♀️

If you are serious and responsible about your work, and you care about teamwork, shouldn't you handle it this way? Especially since I had already brought it up!

The vice president said she was just a junior employee, so I replied, “I’m also a junior employee.” The vice president decided that I was talking back 🤷🏻‍♀️ But she is a junior employee who is also the vice president’s relative. What a joke.)

3. Actively and proactively cooperate with colleagues in other departments and provide enthusiastic service to visitors.

(1. The planning department pushes everything onto the operations department. They are the ones who should be helping us, okay! The vice president told me to go over to the planning department to chat when I had nothing to do, and so on. But have you ever considered that if there is no work-related contact and I don't know them, would they want to chat with me? Why should I pretend to be familiar with them for no reason? You simply don't know how to handle interpersonal relationships!

2. She said I needed to provide enthusiastic service to visitors. I directly asked the vice president, “Have I received any customer complaints?” After I took over the service desk, the number of reviews praising the service increased; there had been none before. Because of her own prejudice, she decided—based on the planning senior manager saying that I didn't look at her—that I was stern toward my colleagues at work and therefore must be harsh and unpleasant toward customers. But please, I was trained in customer service!

4. Stay focused during meetings and follow through afterward.

(This is the point I find most unacceptable. The vice president said that when she asked me questions in meetings, I couldn't answer them. But in reality, I did answer; I just couldn't possibly repeat every word. I could only give a general answer. When that supervisor discussed this with me, she hysterically said three times, “You just couldn't answer!” I was completely speechless. But I couldn't respond at the time; I could only feel wronged in silence!

I understand even less what she meant by following through after meetings. Among the junior staff, I and other relatively inexperienced colleagues were basically the ones carrying out the post-meeting tasks. After the meeting, we were asked to prepare a presentation. I was the first to submit mine, and I made ten slides. I dare say I put a great deal of care and effort into the content and layout, and I was still the first to submit it!

Two or three colleagues saw my presentation and said that I had put in too much effort and that it was too impressive; they said they felt ashamed and pressured. So I don't understand: Vice President Lin, the daughter of a wealthy family, what exactly did you mean by “following through after meetings”? )

Moreover, that supervisor tried to humiliate employees by using a team-building game during a meeting:

“Think about what qualities a building operations manager should possess.”

It was basically forcing you to say socially acceptable things yourself, followed by an attitude of, “See? This is what you should do, so you’d better do it.”

This supervisor even said things to another employee such as, “You do things without using your brain,” and “You have no vision; your perspective is very limited.”

But the responsibilities should match the position. Broad, strategic matters like “vision” are things supervisors should plan. We earn just over NT$30,000, so I do my on-site duties. If you want me to do a supervisor’s job, pay me over NT$50,000 first, and then I’ll do it! 🙄️

Probably the only perk is the drinks provided by the company.

The salary is kept extremely low, yet they keep claiming that the company benefits are very good.

Even on days off, you still have to reply to messages and phone calls.

Whenever they’re short-staffed, they can never fill all the positions, so the other employees work themselves to death.

A sweatshop.

The supervisor likes indirect staff to work unpaid shifts,

The company’s supervisors have placed many princes and princesses in positions.