Good culture, poor management - Recensione dipendente - Dipendente anonimo presso Straightforward

The company has potential and co-associates get along with each other.

Management often feels disconnected from employees’ day-to-day realities. Even during situations like typhoons or rising transportation costs, there is still a strong push to report on-site. Leadership’s approach to employee well-being also feels inconsistent—rest used to be encouraged, but now it often feels discouraged. There is also a very informal way some employees refer to top leadership, which can blur professional boundaries. The work environment is often noisy, overcrowded, and affected by unstable internet, with wifi that changes weekly and affects productivity. In such conditions, how can employees be expected to consistently work productively? On-site work feels unnecessary for output-based roles and comes across more as control than actual need. Decision-making can also be slow due to required approvals from higher-ups who are not always present. HR support also feels limited, and policies like attendance are applied strictly even in situations like transport disruptions. Workload is high, with many tasks treated as urgent even without proper planning or resources. Entry-level pay does not always match the workload, especially with regular weekend or holiday work. Employees who consistently perform well are often given increasing responsibilities without enough recognition, support, or boundaries, which over time can feel exploitative—especially as expectations keep growing simply because it has been proven that the work can be done. However, when an employee steps away or leaves, there is often a noticeable shift in tone and urgency, highlighting how much was being carried without acknowledgment. There also appears to be noticeable bias in how employees are treated and evaluated, with certain individuals being favored more than others regardless of performance. This can influence how feedback is given, how responsibilities are assigned, and how employees are perceived when they raise concerns, leading to a lack of consistency and fairness in the workplace. Some supervisors reportedly use inappropriate language or name-calling toward employees, which creates discomfort. Feedback can also feel repetitive or unconstructive, and employees who raise concerns may be viewed negatively. Leaving due to burnout can feel uncomfortable, as resignations or absences tend to be discussed within the workplace.

Company events, good opportunities in terms of networking. Free brand items per quarter

The CEO appears highly focused on revenue growth, and store operations are expected to continue even during challenging situations. While he presents a “hands-on” leadership style, this can sometimes feel like very close oversight of everyone’s work. KPIs can be very demanding and, at times, difficult to meet. There are instances where performance concerns are addressed publicly, which may feel discouraging for some employees. I’ve also observed colleagues forced into leaving the company after struggling to meet expectations. The hiring process is quite lengthy and heavily based on exam results. Compensation for entry-level roles typically ranges from 20k to 25k, which may feel low given the workload and current cost of living. Salary increases can also be challenging to obtain without consistently meeting high KPIs. Employees may be asked to render offset work during weekends for events, with meal allowances provided (around 150 per meal) instead of overtime pay in some cases. The company promotes its core values strongly, and employees are evaluated based on alignment with them. However, there may be inconsistencies in how these values are demonstrated across teams. There seems to be hesitation in improving internal systems, while there is a strong push toward integrating AI into outputs such as in-store music, marketing materials, and social media content. Some entry-level roles are filled by interns, which may be due to budget constraints and the current salary structure. Leadership quality can vary across teams, and some individuals may still be developing the skills expected for their roles. While hiring posts mention company growth, there have also been notable employee departures in recent periods, which may reflect internal challenges. Product quality may vary, as some items are produced at a lower cost. There appears to be an opportunity for further investment in product development and quality improvement, despite having a capable design team.