Long but forgiving - Senior Executive Intrix Group Employee Review

The sales team (team leader & team member) fosters a collaborative and communicative environment, making it enjoyable to work with peers. Team bonding is strong across groups, and team leaders are especially supportive, consistently offering guidance and encouragement to their members. However, this dynamic is less evident within the management team.

The management team often sets highly ambitious targets and tight deadlines that can feel unrealistic and unsustainable. There appears to be limited consideration for employees’ mental and physical well-being, with expectations for continuous output regardless of capacity. Frequent changes in direction and inconsistent decision-making contribute to confusion and inefficiencies. A strong culture of micromanagement exists, which can be counterproductive in a sales environment where autonomy and flexibility are typically key to success. Despite a noticeable turnover rate—particularly within the sales department—there has been little visible effort to address the underlying causes. Additionally, there are excessive administrative requirements, including the need to input large volumes of data daily, some of which may not directly contribute to performance outcomes. While data-driven approaches can be valuable, the current expectations feel disconnected from on-the-ground realities. Overall, the lack of meaningful support and ongoing operational changes have made it challenging for the team to perform at its best.

If you’re in a good team, they’ll have your back no matter what. When you’re stuck, they’ll step up and guide you; when you need advice, someone’s always there. There’s also reasonable support for client-related expenses, like buying treats or covering lunch.

Management expects us to hit four to five appointments every day, and when questioned, the default response is, “If I can do it, why can’t you?” — as if keeping up that pace daily is realistic. It’s exhausting and demoralizing, especially when quality work is overlooked in favour of hitting arbitrary numbers. The commission is extremely low. We’re selling taps and water purifiers priced over RM7,000, but only getting around RM40 per sale. On top of that, we’re expected to find 15 potential leads every month and somehow close all of them within the same month. That’s just not how real sales works — not every lead converts that fast, even with strong collaborators. We’ve told our interior designers and leads that events happen monthly with unique topics, but management suddenly wants us to run them twice a month or weekly. Our audience can’t keep up with that frequency, and honestly, neither can we. Lastly, it says a lot when a team drops from nearly 40 people to less than 10 — including team leaders. That kind of turnover speaks for itself. While the job has its rewarding moments, the unrealistic expectations, low pay, and constant changes make it very hard to stay motivated.