日月行館開發事業股份有限公司

Colleagues are easy to get along with, and free meals.

The company has major problems with its systems, hiring, benefits, treatment of employees, and leave policies.

The turnover rate is extremely high. If you make it through the probationary period (3 months), you deserve a round of applause; if you stay for more than a year, you are practically a senior manager.

The people at the very top must have serious management problems. You will experience all kinds of inappropriate practices as soon as you join. I will not comment further here.

All I can say is that if you want to work in the hotel industry, this is definitely not your best choice. You deserve better.

Colleagues get along well, from executive assistants and managers to interns; everyone has a good relationship.

However, the main reason they get along is a sense of shared struggle. It is not necessarily because they like the same things, but they definitely dislike and resent the same people: the X director and the general X.

There are no factions within the company because it is completely run as a one-person show. Whatever the two people at the top say must be done. Meetings are merely for issuing orders, with no discussion or heated debate.

Accommodation and meals are provided, but the dormitory is terribly run-down compared with places rented outside, and some departments do not necessarily have time to eat employee meals.

The average age of employees is extremely young because more than 70% are interns recruited from universities.

1. At least one employee leaves almost every day. This applies not only to entry-level staff but also to managers, because this establishment has nothing but forces pushing people out.

2. The time-clock records are falsified; the recorded times can be altered.

3. There is no overtime pay, but working beyond regular hours is the norm. Twelve-hour workdays are normal, and working more than 12 hours is nothing unusual.

4. During standard working hours, you may be called to support other departments (food and beverage, housekeeping, and, even more absurdly, packaging macarons, removing labels from new tableware, or scrubbing the swimming pool). Your assigned work is therefore pushed back until after the “standard end of work,” but if you leave late because you are doing work within your job responsibilities, you will be labeled as being under a “responsibility-based work system” and cannot receive overtime pay.

5. There are not enough staff, so the service is poor. Because the service is poor, there are fewer guests. Because there are fewer guests, the people at the top say it is the sales department’s problem and the employees’ problem. Meetings consist of scolding, and there is scolding even when there is no meeting. Yet employees and supervisors below are not allowed to put forward their own ideas; they can only do whatever the two people at the top say. The result is completely futile and may even make things worse, but those two at the top continue scolding and never review their own actions, driving employees away and creating an endless vicious cycle.

6. Problems are never addressed with the appropriate solutions. They only use scripted rhetoric to gloss things over. But guests are not idiots, and such rhetoric only makes them resentful. The two people at the top, however, say it is because the people below did not follow the script. Whenever a problem arises, they do not first think about how to solve it; they first think about how to cover it up with rhetoric, making frontline employees who face guests feel uneasy about their own conscience.

7. At this hotel, there is no “professionalism.” Even if you have expertise, after joining, 50% of your work will be unrelated to your specialty and unnecessary.

8. Work assignments are completely illogical. Even when there are not enough staff, people from departments unrelated to the task are still required to stand around providing elevator service or line up to welcome guests.

9. Interns make up the majority of the workforce. Once an internship period ends, until the next group of interns arrives, the few regular employees have to struggle on. However, this establishment has already been blacklisted for internships by many schools, so it will become increasingly difficult to find partner schools and therefore increasingly difficult to find employees. If you plan to join, be mentally prepared to have one person do the work of ten or more.

10. Whether old or young—even people with more than 20 years of work experience—many will wisely walk out within a week of joining, regardless of rank. Even interns resign without caring that it may delay their graduation. When someone resigns, those who remain feel more blessing than reluctance to see them go. As for the people at the top, they do not try to retain them either: first, too many people have left, so they have become numb to it; second, there is simply no reason for anyone to stay.

11. The benefits and rewards in the employee handbook are for reference only. Only the punishments are enforced precisely, and the punishments listed in the handbook are merely the minimums. The details of the punishment are decided by the X director. People may be fined several hundred dollars for almost anything, based entirely on the outcome rather than an examination of who was truly responsible. The “fines” are not just empty words—they are actually collected, often at several times the value of the item (for example, damaging something worth a little over ten dollars can result in a 500-dollar fine). They constantly talk about fines, being made to kneel, and being made to write statements, leaving people speechless.

12. Do not expect an annual bonus or an employee trip. How could a hotel that loses money every year and can survive only through support from its parent group possibly afford to provide them?

13. If you have a vision, ideals, and ability, please do not waste your life on this hopelessly incapable organization.