Pros
No pros to share as management will not listen to newer feedback.
Cons
Too many cons to begin with: -The directors or bosses here seem to be under the delusion that the organization has zero office politics. Interviewer blabbers about the importance of teamwork rather than 'hierarchy' with no politics involved as the main focus during interview which is misleading and doesn't get reflected after working here. - We are already in 2024 and the directors are still indecisive and shifting responsibilities within the team which is reflected in work especially in projects that are in the end phase which is a bad and negative influence to the team. - Lots of abortive works are to be expected due to their constant change of mind and 'indecisive' behaviour. - The boss give a speech about the importance of working as a team without taking into consideration or finding out where the problem lies within the team. - Seniors here are useless who refuse to work together or co-operate and lots of important decisions and responsibilities are under the control of incompetent employees within the organization. There is a lack of trust for newer and more competent employees thus creating a toxic and negative working environment or culture when things or project go out of control. - More senior or team leaders are friendly at first but the situation will escalate to a micro managing and toxic working environment when high expectations are met. Team leaders only care about themselves and are unable to solve issues within their internal team when internal problems have already been highlighted to them. Efforts placed by employees who are actually contributing are taken for granted. -Clear favouritism is observed and practiced by the higher management where operations and decisions were left to incompetent people to make and control within the firm. Lack of support for more competent employees who are actually contributing. Opportunities are only given to a few clear 'favourites' within the hierarchy regardless of their work competency. - More competent employees who are actually contributing are leaving because of the toxic working environment - Lack of proper guidance and growth direction for newer and better employees. Scope of work is not properly defined during interview and in contract. - Some directors are biased. There is one instance where extra monitors were requested and needed for work efficiency but were not fulfilled as the reason given was that these monitors were prioritized based on 'seniority' rather than work competency and efficiency. - Design team is favoured as compared to the project team. Lots of praises and recognition were given to employees that are involved in design awards and creating beautiful renders and presentations compared to the ones that is involved in solving all the non compliance issues to authority during the construction stage. When things go out of control in the project, newer employees were made to be scapegoat in the firm. - Culture of 'forcing staff to leave'