EasyUni Reviews

I’m sorry to read that you had a disappointing time in the company. While we try to make it an awesome place to work (inside.easyuni.com), we can only improve if we receive constructive feedback. Over the years, we have introduced a number of initiatives for the betterment of the team and organisation and I invite you to email to me directly (et[at]easyuni.com) your feedback so we can improve further

Thank you for taking time to write this review and I’m sorry to read that you did not seem to cherish your time in EasyUni. We work hard to create a transparent, positive & fun environment in the office (http://inside.easyuni.com). Hence the feedback above justifies immediate investigation & response. With regards to the salary - we do give out salary increment on an annual basis and it is strictly given to deserving team members based on performance and not on seniority. In addition we re-adjusted our salary band recently and gave our fresh graduates a lift on their base salary across the board. With regards to sales team returning the salary increment amount when not meeting the target, it was an optional initiative in which both party had to agree and sign into. Nevertheless we have rescinded this initiative after we noticed this might lead to more discontent rather than motivating our sales team (which was the original intention) Our HR dept. has been weak previously as we did not have dedicated & experienced HR personnel. We have recently rectified this weakness by hiring a dedicated and experienced HR person to better communicate and implement our policies including confirmation of staffs (which can be anytime between 3 to 6 months). Confirmation is strictly based on performance and it is never in the company’s policy to delay confirmation if performance metrics are met. If there is to be a delay, it is because the probation period was extended to allow our staff to perform up to expectation It is also misleading to note that the last month salary was not paid (on purpose). This came about due to our old policy; where the initiating party is supposed to pay 1-month salary to the other when there is separation. This means the company would also need to pay the staff 1 additional month salary if the staff was asked to leave. This policy has been discontinued since 2016. Thank you for your feedback on the multitude of systems being used. We do realize this is not helping and has streamlined our systems used. Its still work on progress and hope to improve on this front even more. The team huddle that was sometimes carried out on potluck basis – was a suggestion given by some staffs to generate better team spirit and create togetherness. Obviously some prefers it to be this way while some doesn’t. On politics – we noticed this was happening during your time in office by a small minority of individuals and was glad that those involved resigned and have since left the organization. I agree with you in that politics is bad for the organization and we have since had limited tolerance for politics in office. Since you left, the organization has improved on a lot of areas. There were some policies that were implemented with good intentions but nevertheless did not work out as well as we hope it would. These policies as mentioned above; have since been removed or replaced with better initiatives. Nevertheless I am appreciative of the fact that you took time to share your opinion.