Take it from a current employee... say no! - Anonymous employee BenQ Employee Review

1.0
30 Aug 2019
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

This really should be a great company but is massively held back by the President of BenQ North America. As the senior leader for a decade, he has been directly responsible for excessive turnover, consistent failure to achieve company goals, and an extremely toxic work culture. The Plano, TX location is the worst of the two locations for employees as it is the home office for the President of the company. Employees are often demeaned, treated poorly as response to taking their earned time off, and spoken to in offensive unprofessional ways. Senior leadership located in the Plano office are racially insensitive, and regularly exclude female leaders from company wide emails even after being notified many times by many employees. Ultimately, until the CEO take serious action to correct the toxic leadership in North America, this will remain a seriously bad place to work where employees are in fear of retaliation from senior leadership for advocating for simple rights like legally mandated breaks, or benefits offered in the employee handbook. Minorities will continue to be under utilized, and under compensated for equal work, value, and contributions. The President also recently tasked the HR team to seek ways to remove / replace reviews on sites like Yelp and Glassdoor including a suggestion to create extra accounts to increase the number of positive reviews.

Cons

Bad for minorities. Bad for women. Bad for young people. Bad for people with families. Bad for achievers.

Explore other reviews about BenQ

5.0
18 Nov 2024
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

Friendly environment and nice mentoring

Cons

Low compensation but got lots work to do

1.0
22 Jun 2026
Recommend
CEO approval
Business outlook

Pros

Company vehicle is provided along with credit card for work expenses.

Cons

Upper management style is micro management.

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