Swift Support Services Malaysia

Micro management. They are moving towards typical asian company where productivity trumps well-being of employees

Performance review process is too dependent on a chapter lead who usually doesn’t work with you much and detached

CEO has been destroying this place along with his evil minions.

- Room for growth is lacking

nepotism, no growth, dictatorial managers, too slow, employees overworked, below industry salary, eroding benefits

Reorgs and big staff cuts are killing morale and creating fear. Parts of the company are almost paralyzed.

Legacy of too much hierarchy Too many people ambling along to retire on the job Too many people waiting for promotions Too many acronyms in every day work Long curve to become productive

Not as innovative in the space they dominate

Workload my be a lot as you have to do a lot of adhoc activities

- Opaque and subjective performance management process. If you are not a favourite of your manager, you will be overlooked for stretch opportunities and progression. You can meet your objectives, get a positive review supported by peer and customer feedback, and still get rewarded with zero. - The company's age, technical debt and governance structure means that it is not well suited to lead the way in exploring new avenues. It means we tend to react defensively.