Anradus Reviews

• Strict Monitoring and Daily Oversight: Employees were required to screen-share their desktops continuously and to log all breaks, including for lunch, restroom visits, and water refills, through the internal system. • Mixed Messaging Around Remote Work: Although work-from-home arrangements were allowed for Malaysia and Indonesia-based employees, leadership comments such as “most companies have returned onsite, but we still allow WFH” were often used to justify stricter oversight. This seemed at odds with current practices in larger organizations that offer flexible models built on trust. • Limited Engagement Opportunities: For introverted employees, minimal physical interaction could be a plus. However, the isolation was real. A colleague cited lack of engagement as a factor influencing her decision to leave. • Turnover and Exit Experiences: Turnover during my time was notable. In one case, an experienced colleague who resigned was subjected to unnecessary scrutiny, including being asked to justify her resignation repeatedly. Her exit was shared as being “overwhelmed with training,” which did not accurately reflect the reasons for her departure. This led to a sense of disrespect for employees who choose to move on.

Poor working environment The office we were in was part of a coworking space and the room could often get very claustrophobic. The cramped environment resulted in a suboptimal work environment as it was difficult to contact stakeholders via phone call which is essential in this line of work. The lack of windows also made it hard to gauge time and added to the claustrophobic environment. Climate control in the office was also an issue, where it could be too hot one minute, and too cold the next. Poor management Management can get overly defensive over employee feedback, often deflecting genuine feedback. For instance, when quizzed about the abovementioned screensharing, their feedback was “we aren’t watching you anyway”. This is not an adequate response. Ex-employees are also actively put down as not good enough for our organization, even if the departure is voluntary, which comes across as a bit of sour grapes, especially given the high turnover rate. In another instance, when feedback was given about a perceived inequality in allocation of workload, upper management simply told us to look at it from the other teams’ perspective. No reasonable compromise was established. Lack of transparency I was enticed into the job because I was told that it was not a sales role. Just because you call a sales target, “KPI” does not mean that it suddenly stops becoming a sales target. Micromanaging environment There is a strong culture of micromanagement, with practices that feel excessive and counterproductive. For example, new hires—and even onsite employees—are expected to screen share throughout their entire workday. Team members are required to update their Slack status for even minor breaks, such as getting water or going to the restroom. While structure is important, this level of monitoring can come across as a lack of trust and hinders autonomy.