How are the career development opportunities at en world Group?

Flexible working schedule for most employees

- Career growth is not evenly distributed across functions and tends to favor Sales and highly visible individuals - Career progression opportunities appear unclear or inconsistent - Limited visibility into how performance is evaluated or how promotions are decided - High-visibility individuals tend to retain ownership of the most impactful projects, limiting opportunities for others to contribute and grow - Uneven distribution of meaningful work can create a competitive, rather than collaborative, environment - Contributions and prior experience are not always recognized or leveraged effectively - Misalignment between stated leadership priorities and actual decision-making over resources and project ownership - It is not always clear who has final authority over resources, which can lead to confusion and inefficiencies - Lack of clear direction and defined deliverables at the team/department level - Roles and responsibilities are not well established, leading to confusion about ownership - Leadership communication can be vague, making expectations difficult to understand - Some initiatives feel reactive rather than part of a long-term strategy

Flexible working schedule for most employees

- Career growth is not evenly distributed across functions and tends to favor Sales and highly visible individuals - Career progression opportunities appear unclear or inconsistent - Limited visibility into how performance is evaluated or how promotions are decided - High-visibility individuals tend to retain ownership of the most impactful projects, limiting opportunities for others to contribute and grow - Uneven distribution of meaningful work can create a competitive, rather than collaborative, environment - Contributions and prior experience are not always recognized or leveraged effectively - Misalignment between stated leadership priorities and actual decision-making over resources and project ownership - It is not always clear who has final authority over resources, which can lead to confusion and inefficiencies - Lack of clear direction and defined deliverables at the team/department level - Roles and responsibilities are not well established, leading to confusion about ownership - Leadership communication can be vague, making expectations difficult to understand - Some initiatives feel reactive rather than part of a long-term strategy

- Super flex work schedule - Depending on the manager workstyle can be good or toxic

- Certain upper management got assigned departments they don't have any idea or experience on, creating more busy work without necessarily adding any value - Imbalance between foreigners and locals, but still selling itself as a bilingual, international company - Upper management obviously surrounding itself with locals. Nothing wrong with that, but they tend to think the same - unnecessary bureaucracy, left and right 報告 and 確認, dragging processes for the sake of going through the bosses and getting the stamp of approval - Current situation laid out earlier very efficient in pushing out people who don't match with current upper management, which might have been the long-term goal Advice to applicants: Join if: - you're junior - you want the typical stable-yet-stagnant career - you don't like taking responsibility, but instead relying on others to tell you what to do, or to pass on the heavy tasks to a vendor or to another team Avoid if: - you're experienced and thrive more in flatter, more open organizations - you want to grow in your career - you want a higher compensation - you don't work well with micromanagement

- Super flex work schedule - Depending on the manager workstyle can be good or toxic

- Certain upper management got assigned departments they don't have any idea or experience on, creating more busy work without necessarily adding any value - Imbalance between foreigners and locals, but still selling itself as a bilingual, international company - Upper management obviously surrounding itself with locals. Nothing wrong with that, but they tend to think the same - unnecessary bureaucracy, left and right 報告 and 確認, dragging processes for the sake of going through the bosses and getting the stamp of approval - Current situation laid out earlier very efficient in pushing out people who don't match with current upper management, which might have been the long-term goal Advice to applicants: Join if: - you're junior - you want the typical stable-yet-stagnant career - you don't like taking responsibility, but instead relying on others to tell you what to do, or to pass on the heavy tasks to a vendor or to another team Avoid if: - you're experienced and thrive more in flatter, more open organizations - you want to grow in your career - you want a higher compensation - you don't work well with micromanagement