Recognition for achieving company-wide targets was limited to symbolic gestures, such as a “target achiever” T-shirt. While small, this was one of the few forms of acknowledgment offered. On a positive note, ground-level coworkers were genuinely kind, collaborative, and supportive — often the key reason day-to-day operations stayed afloat despite ongoing challenges.
💼 Work-Life Balance Although the Sales Administrator role was stated as Monday–Friday, it was common to be expected to work beyond regular hours, including weekends, whenever tasks were marked as “necessary.” Sales staff had access to commission structures, but Executor-level roles, such as Sales Admin, did not receive similar performance incentives. This led to an imbalanced environment where extra hours and effort were not always acknowledged or rewarded fairly. 💰 Compensation & Benefits Compensation was modest, and benefits varied depending on role levels. For team members at the “Executor” level, the wellness allowance was capped at RM400 per year — covering dental, health check-ups, gym, and similar expenses. While performance bonuses and salary increments were mentioned, they were discretionary and not guaranteed. Even after the company achieved a major revenue milestone, rewards for most team members were limited to non-monetary gestures such as a short spa trip and merchandise, which some felt did not match the level of effort contributed. 📉 Career Development Opportunities for growth and structured progression were minimal across the company. Headcount reductions were implemented in various departments even as workloads remained high. As a result, many team members operated with limited support and unclear advancement paths. Training programs, leadership development, and upskilling opportunities were not clearly structured or prioritized, making long-term growth within the company challenging. 🤡 Management Decisions were frequently made from the top down, with limited transparency or consultation with team members. Sudden system changes — including switching work platforms multiple times within a year — were implemented without proper testing or staff training, leading to workflow disruptions and data inconsistencies. Feedback and performance conversations were inconsistent, and contributions often went unrecognized, which affected morale and team motivation. 🧪 Company Culture While the company publicly promotes positive values like “WOW” and “SMILE,” the internal culture often felt reactive and high-pressure. Many employees expressed a lack of psychological safety, unclear communication, and limited appreciation for effort. Policies and practices around recognition, feedback, and workload distribution could benefit from increased consistency and openness. 🛑 Employee Support & Retention Support systems for employees facing burnout, workload stress, or compensation concerns were limited. While open discussions were occasionally encouraged, follow-through actions were inconsistent, leaving some staff feeling undervalued and replaceable.
