Going to try to break it down as much as possible. Here are FEW
Communication and HR Challenges:
1) HR Department's "Event Planning" Expertise
- A prominent challenge lies within the HR department's conduct, echoing previous comments. Instead of addressing pressing HR problems, it seems they're on a mission to turn the office into a theme park with seasonal decorations.
2) Lack of HR Experience
- A substantial drawback is the HR leaders' limited experience and resistance to change. Their reluctance to adapt to industry shifts undermines their effectiveness.
- Their lack of expertise leads to an overreliance on headquarters' directives, often misaligned with the unique challenges faced by the US offices.
- Whistleblowers are not protected. Exercise caution when relying on HR.
3) Communication of Key Decisions
- An observed issue is HR not directly announcing crucial decisions. The practice of having leaders share these announcements often leads to unaddressed questions, ultimately undermining their credibility as internal HR experts.
- This approach leaves our already-confused leaders struggling to provide answers, resulting in uncertainty and confusion among employees.
Leadership and Trust:
1) Leadership's "Comfort Zone" Resort
- Our leadership team's motto: "If it ain't broke (or even if it is), don't fix it." The leadership appears entrenched in their comfort zone, with little inclination to evolve. This stagnation is evident in the tenure distribution within teams.
2) Middle Manager Scarcity
- The scarcity of middle managers raises questions about promotion criteria and biases. Promotion seems contingent on personal favoritism, stifling diversity in leadership. The performance evaluation process is so messed up - allowing so much room for bias to kick in.
- It's a rarity to encounter individuals with 5 to 6 years of experience here because many of them tend to switch careers.
Favoritism and Accountability
- Notable leaders exhibit favoritism and, in some cases, inappropriate behavior towards specific individuals. The absence of action despite raised concerns underscores the leadership's stance. Hotline exists for what?
- Loyalty to the company and leader seems to override accountability, fostering a concerning environment where actions go unreprimanded.
Golf is a Must?
- I don't know what it is with golf and this company. If you're a golf enthusiast, you've stumbled upon the perfect workplace. Witness people indulging in golf swings and club twirls during regular office hours – a true spectacle. However, for those unacquainted with golf but aspiring for a Spigen career, perhaps it's time to consider taking up the sport. It seems that in this unique career arena, golfing skills might just be your ticket to success.
Lack of Inclusion:
- Non-Korean speakers might have an unintended advantage, as language barriers shield them from negative conversations, primarily stemming from the leaders' lack of English-speaking skills. So although you may feel like you're the black sheep, you might actually be better off without insight into what it's like on the inside.
- But of course, you will also be missing out on promotion opportunities because your manager will have challenges communicating with you.
Failing Brands and Vision
- The viability of non-main brands is a concern echoed across the organization. Sales teams consistently fall short of targets, raising doubts about the worth of maintaining these brands.
- The lack of a clear expansion vision for the brand's diversification raises doubts about its long-term sustainability and potential for acquisition.
