Group member submission: Exposing Yabo Company KAIYUN Maintenance Center 3 Bella Group Deputy Leaders Berlin, Hanxin, Taiyang
3 weeks ago
Group member submission: Exposing Yabo Company KAIYUN Maintenance Center 3 Bella Group Deputy Leaders Berlin, Hanxin, Taiyang Performance review standards keep changing back and forth. Last time it was 225, this time it's 335. People who qualify still can't get their performance pay. The rules keep getting changed — is it because there's no way to embezzle anymore? They don't dare make the rankings public, and the spreadsheets are impossible to understand. Which of you is actually capable of bringing in 2 new recruits a month? There are so many issues you don't know how to handle. How you got promoted — you know deep down. Bonus points for excellent cases, every 2 points added with no cap. People with no data and who've done nothing get points just for submitting, scoring higher than people who actually do the work. Good connections mean unlimited bonus points. Real problem-solving goes unnoticed, while those who coast and have good connections get rewarded. For the same employees, you take time off and leave your posts whenever you want, going offline for over 50 minutes during work. Your excuses for being late are more elaborate than anyone else's. Real work goes unseen, which causes employees to stop handling issues, stop caring about members' experience, and big spenders leave. Every day you're trying to chase girls, showing off by gifting iPhone 18s, but take half a day to reply to problems — read but no response. This time you're toning it down, but next time all the evidence goes public, including affiliated accounts, poaching, team-building expenses, and leaving your post to go out. After transferring to the big group, you've been propped up and have been causing trouble nonstop. The department head and CEO are busy and don't notice, so you bet the company won't verify and keep acting boldly. Whether these things happened or not, you know in your hearts.
