威煦軟體開發有限公司

Um, I feel that if you're going to talk about these things and have already resigned, then there should be no need to remain anonymous, right? Is being anonymous a sign that you have something to hide?

Also, if you don't clearly explain the complete background and sequence of events, isn't that just like a reporter? (May I ask if you are nearsighted?)

I have been working at the company as both an engineer and Scrum Master for exactly three months, and the current development team gets along and collaborates very well. I haven't seen any of the things you mentioned so far. If possible, please tell the whole story and don't remain anonymous.

I really think that would be better. And if everything you say is factual (including the complete background and sequence of events), we will humbly learn from it and continue to improve.

After all, selectively describing events in a way that benefits oneself is also very common.

Every company has its shortcomings. Our current shortcoming is insufficient manpower. The product customization projects and general direction have largely been decided. Unfortunately, we currently have only three engineers on the front line. You are very welcome to come talk to us at our company and see for yourself, directly dispelling the rumors.

We currently have openings for junior front-end engineers, with a starting salary of 40,000–45,000, and junior test engineers, with a starting salary of 35,000–40,000.

If you are highly capable, we would be very happy to offer more.

Hi, to the anonymous gentleman above, I’m Atlas, the CEO of Weixu Software.

It’s been more than half a year since you left the company,

but we’re still grateful for your feedback about the company.

People come together when they’re a good fit and go their separate ways when they’re not,

but I don’t think the company has owed you anything.

Even when the product consistently failed to meet customers’ requirements at the time,

we never shortchanged you by a single cent in salary, bonuses, or shares.

If you have any questions, I think it would still be more practical to contact us directly.

Recently, the company moved into a large office upstairs,

and many excellent colleagues have joined us as well.

If you have time, you’re still welcome to come back and visit~

Atlas

There have been a bit too many snacks lately = =" I suppose that counts as another kind of occupational hazard Q

None

This is a very small technology company with a very small actual team.

The interactions with the boss during the interview process gave me a rather unsettling feeling. Here are several obvious red flags for everyone’s reference:

Strong suspicion of high turnover and an urgent need to hire: During the interview, the boss showed a very urgent attitude and practically made an “instant offer on the spot,” which strongly suggests that the company is not expanding its business but is urgently looking for replacements whenever someone leaves.

The boss acts superior and likes to show off: Throughout the interview, the boss repeatedly and deliberately showed off their advanced academic qualifications, creating an overall atmosphere that felt conceited and arrogant.

One person handling multiple roles and a lack of systems: Based on the job description and the genuine evaluations from former employees, the company clearly lacks well-established systems, and responsibilities are vague. After joining, you will very likely be forced to take on miscellaneous duties across multiple roles.

Overall, the way this company operates gives the impression that “something fishy is going on” and that it is not trustworthy.

I strongly recommend that anyone who cares about workplace systems, work atmosphere, and team stability think carefully before accepting an offer!

Can't think of any

I heard 104 has a new version of corporate bullshit. Please help evaluate it.

What does the WeX family have to offer?

1. The office is located in a conveniently connected building integrated with Songshan Station, with easy access by MRT, bus, high-speed rail, and Taiwan Railways. The company also provides official vehicles for employees to use, so there are no worries when traveling for business.

>>Why is this always the only kind of thing the company says that is actually true? Adorable.

2. A bright and comfortable office environment, including standing workstations, a snack and social area, and a Japanese-style sofa area. In a relaxed, pressure-free environment, employees can focus on thinking and work independently, while also engaging in full-scale brainstorming and teamwork when necessary to create the best work efficiency.

>>The company's biggest problem has always been the three founders and the general manager living in their own worlds. Their management style is barely distinguishable from that of a traditional industry, and their efficiency only keeps challenging new lows. The fact that employees live under intense psychological pressure is probably something only those three bosses mentioned above fail to notice. Just look at how nearly all the capable employees have left—the persistently high turnover rate is the best proof.

3. Comprehensive education, training, and employee development plans that enhance employees' capabilities in every way through an “onboarding challenge,” a “cloud learning database,” a “professional competency learning roadmap,” an “internal instructor certification system,” “external training subsidies,” “certification bonuses,” and “external consultant meetings.”

>>The bosses don't know how to manage at all; they only engage in armchair theorizing. The internal documents are a complete mess, and nearly all the experienced employees have left. What do you think anyone can learn here?

4. Through an annual strategic consensus camp, a management-by-objectives (MBO) system, and monthly reports from departments and individuals, we strive for sufficient horizontal and vertical communication within the organization, as well as a rational and transparent performance evaluation and promotion mechanism.

>>The general manager has made the company even more dependent on personal rule than a traditional industry. The rules are always ambiguous, and they even secretly changed the employee handbook, paid less, and ended up in court with a former employee. For a company like this to call itself rational and transparent is laughable.

5. Employee activities held once every quarter allow everyone to celebrate birthdays, share life experiences, and exchange interesting new information in a free and open atmosphere.

>>People who are asleep are always impossible to wake up. They ignore all the world-weary expressions employees show when they hear a pile of bullshit.

6. In addition to the allowances, bonuses, and year-end banquet commonly offered by businesses, we also provide employee health examination subsidies, annual leave days exceeding the requirements of the Labor Standards Act, and competitive salary packages.

>>The facts are the opaque evaluation and bonus systems, along with benefits that quietly disappear or decrease year after year. No one knows when they will go to sleep and wake up to find another benefit has disappeared or been unilaterally changed. That is how the legal dispute with a former employee came about.

Last night I had a dream that a former employee sent a letter to the entire company. Because the dream felt so real, it drew the attention of senior management. In the dream, senior management refused to repent and only wanted to smooth things over XD. I wonder whether reality is the same.

The dream was very long, so here’s a summary for everyone:

1. Senior management assigns you a project, then counts it as their performance once it is completed. The performance evaluation system is opaque, and the supervisor has the final say. Moreover, sales staff receive no performance bonuses. Salespeople work themselves to the bone, while supervisors only criticize them from behind the scenes.

2. Violations of the Labor Standards Act. Benefits are unilaterally canceled without any announcement. The rules have been “secretly changed” multiple times, and even contracts can simply be denied. Is this kind of company worthy of trust? It emphasizes selling legal and compliant products, which makes this blatant contradiction even more embarrassing.

3. Employees have to “come up with strategies” and “execute strategies” themselves—then what do we need managers for? The overseas market has supposedly been in preparation for years, yet there isn’t even a single customer.

4. The product is stuck two years in the past and cannot keep up with the times. When customers do not buy it, they are told, “The customers don’t understand the system.” The company has no clear roadmap, changes direction constantly, and everything depends on the boss’s mood.

5. There are people in the company who seem afraid the world might be too peaceful and enjoy spreading rumors.

Hello, everyone:

Regarding the second point, it concerns a benefit shared by everyone. When I first discovered it, I thought most people already knew about it. Later, I gradually realized that many people were unaware of it. Please look after your own rights and interests. Keep it up, everyone!

Returning to the main topic, I would like to share some thoughts about the work process, and I hope these thoughts can receive some feedback.

I do not have a great deal of work experience, but fortunately, through my previous work in human resources, I came to understand many of the internal workplace ecology and cultural issues of large, medium-sized, and small companies. If the leaders of Wishu sincerely want the company to become stronger and better, please read these humble opinions carefully. I also hope you can provide appropriate responses to the questions I raise.

Believe me, these are not questions only I have!

So this is not a response addressed to me, but to those who still believe in the decision-makers.

I believe the first step to “solving a problem” is absolutely to “acknowledge that the problem exists.”

As leaders, you can implement appropriate downward management, but you must likewise be able to accept corresponding upward management.

Let’s be more direct from here on out! Addressing the issues, not the people!

1. Attribution of project performance

The most straightforward way to determine who should receive credit for a project is based on the proportion of contributions. The key people who ultimately brought the project to a successful conclusion should receive a corresponding share of the performance allocation.

But here, after a project is confirmed and closed, the bonuses are extremely vague, and there is even a possibility that someone else will take the performance credit. The boss has also never proactively explained or discussed this. I have considerable respect for the boss’s ideas and abilities, but sometimes an opaque system makes the people below feel completely unable to trust it.

Some salespeople choose to remain silent. I understand—after all, harmony creates prosperity. But my suggestion is that only transparent management can let everyone know that putting in the effort and producing results will be rewarded. If management and performance evaluations are always vague, then should we simply avoid handling projects with unclear attribution whenever possible?

A successful project means that the salesperson made the right efforts throughout the process. If the person credited as responsible today not only takes over without properly handing things off, but even complains, what kind of attitude is that?

That attitude is deeply discouraging! To lead people, you must win their hearts. If you have only selfish interests, you cannot unite people.

Oh, right! The comments above are referring to the “XX project.” If you already knew from the beginning that the performance credit for this project would fall under your department, why didn’t you handle the entire project from the start?

If you only bring up “cross-departmental collaboration” at this point as a one-sided explanation, then you can take that answer back...

2. How changes to benefits are handled (this is very important!)

The wording “guaranteed 14 months” should be quite familiar to Wishu employees.

In October 2021, this new rule was announced at Wishing Bar (although Wishing Bar has quietly disappeared for two months now ><).

It was also announced that it would officially take effect in January 2022. Even employees who joined after that date confirmed this provision in their employment conditions! (You can ask current employees.) But this guaranteed benefit no longer exists. It was canceled without an announcement, right? According to the law, changing the rules unilaterally is not allowed!

（https://www.1111.com.tw/dayoff/discussTopic.asp?cat=vacationQuestion&id=241909&vmode=all）

There are quite a few similar cases online. Once the words “guaranteed” are used, they cannot simply be changed at will. Of course, the company can insist that this is “variable compensation” rather than “fixed compensation.”

But conversely, this also means that when management decided to change salary and benefits, it did not formally announce or discuss the matter with employees. Regardless of whether the company ultimately wins the argument, this will first deal a heavy blow to internal cohesion and culture...

Can a company’s management really be trusted if it secretly changes the rules, obscures or directly deletes content that harms its own interests, and has already done this more than once?

You strongly emphasize selling legal and compliant products, but in practice, what you do is completely contrary to that. Integrity, amplification, growth—please don’t let your own slogans come back to slap you in the face, okay?

I have been here for less than a year, yet I have personally experienced an unknown number of changes to the system. I am not quite sure what management is thinking when doing these things.

I would really like to hear the answer to this.

——————————————————————————-

For sales staff, with the bonus system having disappeared or become vague, how do you expect people to believe in such a system or fight for the company?

On top of that, there is workplace PUA from time to time: threatening to disband the entire team if the company does not make money, followed by the simple line, “Work hard! You will definitely get your share in the future.” Then everyone is expected to fight for the company. This is truly very old-school...

——I believe that after reading this far, some leaders will say...

If you do well, you will definitely get something!

Well, you didn’t do well, so what do you expect to receive?

(I don’t feel like arguing about this section, but I’ll briefly address it: taking results that were never achieved in the past and using them to demand that they be achieved now?)

What I am really trying to say here is that “a clear bonus system is the key!”

The current Wishu does not even dare to put the “system” in writing; it only communicates it verbally...

Did you even cancel the bonuses because sales bonuses were paid out too generously?

Shouldn’t leaders be thinking of ways to generate more revenue rather than ways to prevent employees from earning bonuses?

This could actually be stated more directly. If you do not want to pay bonuses, just write clearly, “There are none.” Don’t say one thing to people’s faces while following another set of rules behind their backs....

Isn’t putting things in black and white a basic standard for modern people? Isn’t this exactly the same as point two?

After working hard for so long, everything ends up being in vain simply because the people above have the final say over the rules...

3. Market attack strategy

During regular meetings, we review the feasibility of our strategies. However, whenever management proposes a strategy, it is extremely vague and unclear, with no continued execution. There are only demands to hold an enormous number of events, while very few resources are provided for them. On top of that, you keep saying that we are not thinking about the company...

Last year, we held six events; this year, sixteen.

At the end of the first quarter, we had already proposed improvement measures and adjustments, but no one listened. Instead, the team was simply asked to propose new strategies again....

If the scope of our work is to “come up with strategies” and “execute strategies,” then what do we need “managers” for? Proctors?

I am even more curious, so let me ask about the “attack strategy for the Japanese market.” Raising the flag and advancing into the Japanese market sounds quite inspiring. But which system can Japanese companies use? None. So after flying to Japan to exhibit, will all of this be completed?

I hear that planning and preparation have been underway for many years, yet there are still no customers. The cost calculation is truly astonishing. What is even more interesting is that most companies had already solved the problem of needing to fly over in order to negotiate deals during the pandemic. Why, instead, did we not adequately prepare for the Japanese market during the pandemic?

Will we only start preparing to negotiate deals in Japan after we can fly there, and will such an absurd attack strategy be easily approved and continuously executed?

Will everyone have to “weather the difficult times together” after the money is spent? So who proposed this strategy?

4. Software system development

Before the pandemic, I believe Wishu was far ahead of the market. But now, when meeting with customers, all we hear is that we are still stuck two years in the past. The product’s development speed is clearly unable to keep up with the “needs of major customers.”

When we bring these issues to the company, all we hear is that this is not our development direction... We are told that we need to stick to our own development path. The roadmap is defined solely by the founder, without any data analysis or assessment of customer needs. The only answer we receive is, “The direction of customer needs is not the direction of our product development.”

This is indeed not my area of expertise, but whenever I see the people above meeting with customers,

in the end they only retort that the customers do not understand environmental, health, and safety systems. The situation of shutting their ears is becoming increasingly serious, making it difficult not to reflect on whether our product exists to fulfill personal ideals or to meet market demand.

5. The source of the company’s problems?

Every company naturally has people who like to spread rumors and speak ill of others.

I once heard a story: A teacher had a class with poor grades. It might be because the students in that class had poor academic ability. But if every class taught by that teacher had poor grades, then it is clearly the teacher’s problem!

If a supervisor goes around saying that people are not good enough, while everyone who leaves the company has grievances against that supervisor and is even unable to get along or work with her, who exactly is at the root of these problems?

If you have made it this far, that is truly impressive! I have said about all I wanted to say.

My suggestion is to keep this message carefully and respond cautiously. I have no interest in posting it on Tianyan Tong. The problems here should be resolved here. If the managers and founder have no intention of resolving them and simply make this text disappear, you do not need to worry too much, because everyone has already received a complete copy of the letter!

I was actually very happy during my time at the company. My colleagues were genuinely wonderful to work with, and they were all highly capable. But I have to say that the problems are becoming increasingly serious. You can keep replacing people, but the problems themselves will remain and only continue to worsen. I am definitely not the first person to bring these matters up, but I am certainly among the few willing to tell you directly. After all, I am not worried about being persecuted over something so childish. “I hope I will be the last person who needs to tell you these things!”

The colleagues are all quite capable; other than that, the company as a whole has little direction or merit.

The head of the administration department, aka accounting—just because you’re an accountant who took a few courses, do you think you can work in HR? Should you take a few more courses so the general manager will let you run the company?

The emails you send are extremely unprofessional and full of errors. You can’t even tell Mr. from Ms.; it’s honestly laughable.

Ever since becoming a department head, you’ve offended everyone in the company. Ask the R&D and sales teams—who hasn’t been offended by you? ^^

You have nothing to do all day except monitor where everyone clocks in, while arrogantly threatening to dock people’s pay. Weren’t we told that a startup company is supposed to look at productivity? Apparently not. Everyone, take note: this is a traditional industry company, so we’re all here to be treated as human resources to be exploited.

You worked with a hunter, and after the contract had been signed and the person had started, you still tried to haggle with the hunter...? Is this a middle-aged woman at a traditional market? Where are your standards?

The industry is small, and this kind of behavior has already spread. Who would dare cooperate with your company in the future? ^^

And then you keep saying that our company is very wealthy, yet you don’t even want to pay these expenses. It’s honestly laughable.

Most of the colleagues are nice, giving you someone to comfort you while you’re questioning your life at work.

The babies are all suffering inside; the babies talk about it privately.

Translation of 104’s bullshit copy

【★Wishing exclusive】

0. Unwavering values: Integrity, amplification, growth!

-> The boss and the boss’s wife have very interesting logic and often misunderstand what integrity means.

-> The boss often suddenly goes back on promises made to clients, then says that wasn’t our current development goal, because he frequently gets stuck in a loop changing the roadmap.

-> The boss and the boss’s wife are best at destroying everyone’s motivation to grow without realizing it. Eventually, everyone just wants to follow orders and do the work without thinking.

1. Quarterly salary-increase challenge: Every quarter, you can launch Wishing’s exclusive salary-increase competition; for outstanding talent, getting a raise four times a year is not a dream.

-> It’s highly subjective, and no one knows what the criteria are. Sucking up is the way to win; people who slack off at work still get all kinds of raises.

-> Salaries are below the industry average, and then they ask you to do more while saying you failed to meet expectations.

2. Original nine-level job grades: A crystal-clear promotion path lets you rise step by step without worries.

-> If you’re obedient enough (even when it’s obviously a dead end), you can rise step by step very quickly.

-> An original bullshit job-grade system. Is it really healthy to put a bunch of Juniors and Seniors all under Senior?

3. Wishing Bar: A fun company dinner once a month, where you can exchange all kinds of new knowledge and experiences with colleagues.

-> In reality, it’s a regular session of listening to the boss spout useless bullshit.

4. The most comfortable office environment: Herman Miller ergonomic computer chairs, Microsoft or MacBook laptops, dual Dell monitors, and sit-stand desks—the ultimate tools to maximize your combat power.

-> This is the one that comes closest to the truth. However, some new employees actually don’t have Herman Miller chairs to sit in, but let’s forgive them on the grounds that they didn’t have time to restock.

5. Convenient transportation: The office is located in the integrated building at Songshan Station, with convenient transfers to the MRT, trains, and buses, so transportation won’t become an obstacle.

-> How wonderful—finally, one item that is completely true. What an honest company.

6. Company cars provided, so business trips and official errands are worry-free.

-> They do indeed have them, but supposedly they’re difficult and uncomfortable to drive. Still, after seeing the points above, let’s not ask for too much.

7. Super-generous interbank privileges: 100 fee-free interbank withdrawals/transfers every month.

-> This can even be used as a highlight? How out of touch with the real world are they? Look at how hard things are for HR—they couldn’t find any highlights, so they had to write this.

The colleagues are very nice.

You keep getting told one thing and then another all day long; policies change from morning to evening. The company has no clear development goals, yet it expects everyone to diversify by doing work outside their own positions. If you can't do it, they say you're not the kind of person the company wants! Truly frightening!

This is a company that sells compliance with the law, adherence to rules, and safety (?????)

https://imgur.com/a/xVdvZgi

A company that emphasizes obeying the law was “heavily fined” NT$40,000 for violating the Labor Standards Act.

If the boss takes a dislike to you, they will target you verbally. Remember: currying favor is more important than ability.

The colleagues are all very nice, and there are many hidden talents among them. Everyone has their own special skills, so you can learn a lot from them.

The colleagues are very nice; you should be even more grateful and cherish your blessings by appreciating the freedom of the fresh air outside.

You can look at the company’s group photos from each year. Not a single person looks the same in any of the photos, which shows that everyone is pursuing a better future. Best wishes to everyone.

There’s not much more to say. I can only say that all the negative reviews above are true—whether you believe them is up to you.

Also, the benefits listed on the job websites are not entirely accurate.

Benefits listed on the job websites:

Flat organization, with the goal of building great products together -> No. Whatever the boss says goes. Don’t make him unhappy. If you make a mistake and a client chews him out, the boss will take his frustration out on you.

I understand your anxiety about keeping your knowledge up to date! We regularly hold study groups so we can grow together! -> Rarely; there are no regular study groups.

Work smart, with plenty of discussion to avoid unnecessary waste -> No. The boss is always going around in circles and painting grand visions. He often interrupts you to call you into meetings, but not to let you express your opinion—you just listen to him pitch his grand plans and go off topic. Then he’ll say that people at the company are inefficient in meetings.

Stand on the shoulders of giants; regularly invite external lecturers to broaden the team’s horizons -> You may not be able to attend. Often, only the boss’s inner circle can participate.

Encourage personal growth and provide subsidies for external training -> The boss will only subsidize it if he thinks it’s useful (whether it’s useful is decided by what comes out of his mouth, as you can imagine).

- No overtime; use the smartest methods to do the most valuable work -> Work until you drop if you can’t finish, with no overtime pay. Then they’ll tell you that overtime isn’t encouraged, but if you can’t finish the work, you’ll have to deal with it.

- Unlimited snacks and books -> You really can’t finish all the snacks. As for books, they’ll only buy the books the boss wants to read; you can’t buy your own.

- A comfortable and relaxed work environment, with a huge outdoor space to make you 100% efficient -> If you’re not at your desk, you’ll be scolded and told that you can’t work seriously if you’re not at your desk. So the outdoor space is there to look at but not use—at most, it’s used once a year for a barbecue.

The ordeal begins with the interview:

First: The boss may forget that he scheduled an interview.

Second: During the interview, he often doesn’t know what to ask, so he can only say that he is very capable and that the industry has a great future.

Third (hidden stage): If the interview is not with the boss, he may suddenly barge in carrying a dog and scare you.

And after you join:

You may eventually discuss a raise. At first, you’ll be delighted, thinking the boss has finally agreed to increase your pay. The following month, your salary will still be exactly the same. If you ask the boss about it, he may look very surprised and say, “Was there such a thing?” or tell you that the company has a system and salaries can’t be raised arbitrarily. If you aren’t firm enough, the matter will be quietly brushed aside. Or he’ll rationalize his behavior: “I’m the boss. I’m busy.”

You also need to be aware that the employee handbook contains many rules. However, if the boss takes a dislike to someone who hasn’t violated the employee handbook, he may secretly amend the handbook without making any announcement. Then he’ll tell you that the handbook was revised long ago and that you have violated it, along with other such claims.

None

The boss has absolutely no work experience and spends all day arguing with the boss’s wife in the office. The boss’s wife, meanwhile, spends all day shopping for bags online, doesn’t listen during meetings, and then says afterward that she has opinions.

Then the boss privately says that the boss’s wife doesn’t do any work…

The boss occasionally treats everyone to food

I once worked there as a summer part-time employee…

It is a company co-founded by a couple. During my time there, I felt they were emotional and unpredictable; if they took a dislike to you, they would ask you to leave the next day…