左創有限公司

The founder is very idealistic and willing to do the hands-on work, but the original internal disagreements and resource issues affected decision-making and also laid the groundwork for later shortcomings.

Talent is the key issue, but the company has repeatedly encountered the wrong people. Personal relationships and other human factors have caused senior consultants to create operational biases. In the restaurant department, the head chef over the past two years has had absolutely no issues with culinary skills and is also willing to do the hands-on work, but their strong personality has created opposition and caused dissatisfaction among colleagues.

There are various cultural and artistic activities, as well as vegetarian restaurants.

Colleagues and partners who genuinely want to do good.

Regarding the boss

What is said and what is actually done are two different things.

They say they want to give young people opportunities and develop future leaders, but in practice they are unwilling to let go and interfere excessively. As a result, they parachute in professionals they consider competent, causing successors to overturn predecessors’ policies and leading to constantly changing directives.

However, the boss believes that the managers they hired are right, so when frontline employees do not perform well, it is attributed to the frontline staff not being serious enough.

It appears that opinions are accepted, but in reality the boss has their own fixed views and cannot analyze or make judgments based on objective data.

Moreover, they have never actually worked alongside frontline employees or managers, so they do not understand what you are doing, yet they frequently make judgments from a bystander’s perspective.

Regarding salary increases

There is basically no hope. The boss likes to waste money on things that frontline staff consider useless or inappropriate. Overtime pay is given depending on their mood, so a raise is even less likely.

Regarding promotions

There may be opportunities, but in reality you have little decision-making authority.

You simply do more work.

Regarding benefits

Labor and health insurance are provided. Overtime pay depends on their mood; there are no allowances and no bonuses.

After a new accountant joined, things improved somewhat—at least everyone gets the full eight days off.

Regarding future development

As a company in this industry, it is basically quite promising and offers considerable potential for development.

However, because the boss cannot provide objective evaluations, employees are left feeling confused—seemingly hopeful, yet unsure where the next stop is.

Regarding personal development

Because there are few formal systems, you can learn many different things.

It can help you develop a wide range of work-related interests.

Once you have been there for a while, it is best to leave while things are still going well, because there is no way to advance further.

Therefore, it is recommended that you continue honing your skills elsewhere.

Regarding personnel evaluations

Neither managers nor frontline employees can retain talent. Poor.

Overall, the boss has exploited people’s efforts, looked down on those efforts, and lacks the courage to take responsibility for risks. When there are problems with policies, personnel matters, or benefits, they simply say, “That’s your problem,” shifting responsibility to managers or employees, while still requiring everyone to follow their lead and interfering in decision-making.