Vantaggi
1. Colleagues are nice and helpful, even in things that is not within their job scope (e.g. help to change office lighting), easy to get along with. 2. Opportunities for internal transfer to other roles are available and can be discussed. 3. Great benefits for a company of this size (annual company trip, 18 days annual leave, well stocked pantry, flexible working hours). 4. Learning & Development opportunities are available and aplenty. 5. Hybrid working arrangements maintained to ensure staff's safety, despite Covid becoming an endemic. 6. Flat organisation: feedback can be given to one another frequently (via weekly retrospectives) and there is opportunity to talk to management (Monthly segment to ask and talk about anything to the GM). 7. Have various opportunities to try new things related but also beyond job scope due to limited headcount in my department, such as events coordination/execution/management/facilitation and handling administration of executing company benefits. It allows me to be more in touch with staff as I can be hands-on for the task, thus bringing direct impact to staff. Learning skillsets indirectly related to my role not only contributes to my department’s growth, capability, and success, I am also building my marketable value in relevant hard and soft skills (such as event management, user experience and empathy) for my career, on top of the skillsets I’m directly learning from my role. I can transfer these skillsets to my role in my current company despite it being a change in career path, allowing me to be a better contributor in my new career path.
Svantaggi
1. A few black sheeps may take advantage of your niceness. But overall the environment is good! 2. While it is good to align company values and mindset best practices with employees, the essence and purpose of the values and mindset best practices should be remembered from time to time to reduce misuse. 3. Leaders (i.e. those in management, department managers, team leads) play quite an important role in boosting moral of employees and understand employee's needs. Some leaders listen to those under them well and supports/fights for them, while some might do better as an individual contributor to their original role, than doing people management as a leader. Great leaders care about their team members and value their growth, even if it means said team members have to leave the company to do so; a leader should not make someone feel guilty for resigning to move on to a new opportunity to grow. Not all great individual contributors can be great leaders. 4. Due to limited office size and possibly long-term planning, some departments may have a limited headcount (example: HR). This means that for some roles, it will be inevitable for one to carry out the full end to end process of his/her role (inclusive of administrative and operations segments), to ensure that department can hit their KPIs. This will be even more prominent if the headcount is not maxed out as one needs to double role temporarily that the department does not fall behind during the recruitment process. This can be a con for someone who wishes to only do the fixed job scope that he/she is hired for.
