Poor management & outlook but good for fresh graduate to gain industry experiences. - Operation Team Locus-T Employee Review

1. Weak management. Always change the direction of the company since 2018 or earlier. Over-promise, under-deliver. Wanted to implement plans, new strategies, new departments to ease the job but end up nothing happens/ bail the plan half-way. These may have caused lots of confusion for the employees. We all fought for the best (more than 3-year) but nothing happened. Maybe you can try it yourself if you want. 2. No bonus, no increment unless you can stay long enough to be an ancestor there (?). At least not for operation team members. 3. Company doesn't care about employees' safety & having an old-school mindset. Employees are being called to work from the office despite the pandemic + PJ is a red zone. Even though it's MCO and their employees can perform their job at home (We are a digital marketing agency). Hello, we're not doctors. Can we do our part as the citizen? Also, the boss and management like to see everyone in the office, maybe that's the only reason. 4. Hopeless career progression. You have to fight very hard and probably, in the end, they won't be giving you the title that you deserve. This has happened to some of the people. They only promote people when they are desperate and keep in mind that you'll need to be in the acting role for a minimum of 6 months (no increment but you'll have to bear a greater workload and responsibilities). 5. They don't have proper planning for the operation team. To save costs, they refuse to hire when the team is lacking manpower. Instead, they hire more sales consultants to bring in the sales with the overloaded operation team. No help is given after months of feedback to our team leader and management. 6. Management doesn't know their own thing. They do not know/ understand the operation of the teams. Always questioning their capacity, wanting to save cost, and ask their team to bear more load. Changing the direction and wanting to manage an agency like a corporate. Create roles that do not fit the ecosystem or brings values. 7. Micromanaging. Question the employees as if it is prohibited when they're asked to work on the weekends. Request their employees to fill up forms (google sheet) with niche details about their daily tasks when they're on their WFH rotation. Besides, they will call and check on you every morning and evening. You will need to share your live location with management as well. With all the above cons, it results in a high turnover rate. Don't be surprised if you join.