• No work-from-home or hybrid arrangement allowed, even though many tasks can clearly be done remotely.
• Micromanagement from upper management—expect them to want updates on your every move, especially when you have tasks outside of HQ (e.g. branch duties). Schedules must be followed to the minute, and deviation often results in passive-aggressive questioning.
• Management is self-centered and expects things to be done exactly their way; deviating from their expectations—even slightly—can risk you receiving a warning letter.
• Warning letters are misused and can be issued arbitrarily. Expressing differing opinions or making mistakes can sometimes lead to formal write-ups.
• Management may keep track of employees’ mistakes and types of errors over time, which contributes to a stressful, high-pressure environment.
• There’s a sense that job security can be unstable—employees have been asked to leave based on personal preference rather than clear performance issues.
• Meetings and internal communication are predominantly conducted in Chinese. If you’re not fluent, you may feel excluded.
• A task management tool is used, but leadership often ignores updates posted there and prefers to ask directly instead—leading to repeated work and unclear communication.
• CPF and salary for Singaporean employees may be split between two separate entities under the group to meet additional quota headcount requirements. This wasn’t disclosed clearly and only became apparent after joining, which felt sketchy and left a bad impression.
* There are CCTVs installed throughout the office, which can make the work environment feel overly monitored at times. This may affect employees’ sense of trust and autonomy.
* Employees are regularly asked to leave positive Google reviews for newly opened branches, even if they have not personally visited those locations. Staff are also expected to engage with the company’s social media content (e.g. liking, commenting, or sharing), which can feel performative and inauthentic at times.
