Poor management practices, including excessive micromanagement and inconsistent application of standards Annual salary increments limited to 1%, regardless of performance or market trends Rejection of claims without transparent justifications or clear guidelines Lack of defined values within the HR department, which is overseen by the same management team Creation of a toxic work environment, resulting in employees being apprehensive about their positions Lack of well-defined instructions and guidelines, leading to confusion and inefficiency Unrealistic expectations of immediate productivity from employees upon starting their roles Substandard compensation compared to market rates, with management justifying it through hiring freezes or budgetary constraints Imbalanced workload distribution, with one person shouldering the responsibilities of five High turnover rate, with three employees leaving within the past three months in a company of eight Blame-oriented culture, where accountability is shifted onto individuals rather than fostering a collaborative environment Necessity to adapt to unpredictable mood swings of management Inability to accept constructive opinions and feedback, resulting in negative performance evaluations Requirement for employees to prioritize management's needs above all else Expectation for employees to be constantly available for calls and emails outside of working hours, including weekends, with failure to do so considered a lack of dedication Reflects a traditional Singaporean management style that may not align with modern practices Disparagement of employees' educational achievements in front of colleagues Imposition of strict dress codes, prohibiting the wearing of flowery prints due to perceived unprofessionalism and resemblance to tablecloths.
