How many managers, department heads, senior leaders, and SLS need to let go to reach $1B?
5506 replies (most recent on top)
spring ar, so we are bouncing instead
use the spring to 1b to push away all the work lo, choose what you want to do
Before we sprint to 1B
Remember to sprint to USD44M for DW pocket first
Then we work sprint even harder cannot achieve get PIP
Lanchiao CB lah this 1B sprint
Very toxic people culture and environment
Better do my farming than sprint
When an executive is not in line with the CEO or board of directors, and is eventually pushed out or encouraged to retire, it typically stems from a mismatch in leadership vision, strategy, or governance.
Who is next?
Please please… I’m so ready to go
they have to be everywhere because they can't do anything except to show presence. To them, their presence is the drive and motivation for people to work. Churn until the engineers do their job, improve efficiencies etc etc. The worse bunch to deal with at the moment
kancheong technical sls everywhere in refinery. headache leh. as an engineer i just want to do my work and be happy and go home. engineers who got into sls role proben that they just can’t do their job as a leader. just be engineer leh. better for you.
Ready bo, hearsay it is coming soon, in 2 waves
kltc only know how to take photo and do video liao. watch the LT video. damn funny lehhhhhhh
@7bem+16zEvLP
Yes, people brave enough to take the first step. But job market now is not as good 2 years ago.. be prepared to most likely take pay cut if you want to move out.. build your value by having a real technical skillset that is transferrable to any industry and ask yourself what additional value you bring for you to stand out and command your high pay..
EM used to recruit the best talent, offering internships and hiring top performers to stay on. But now? Where are we headed? The best are either planning to leave or have already left. Just check the BTC and KLTC career pages to see which positions are at risk!!!
linkedin sibei power. Saw 1 from ex EM posting but didn't know he is already in another company. Previously from ES 1. And the post is about him moving to next role. Got hope for everyone ok, can still hop around
sg, we need to put our achievement on linkedin. not just sh---y sh-t here. haha. see kltc and btc. bullsh-ting away. we should do the same leh.
And they go around ra-ra-ing about "Courage of Conviction" 🙄
Well said!
"Completely spineless" is an idiom used to describe someone who lacks courage, determination, or strength of character. It implies that the person is weak-willed, easily influenced, or unwilling to stand up for themselves or others.
Ranking can only protect a select few, while the rest are left stranded at the bottom. If they don’t sacrifice some, the whole ship will sink. This is exactly how EM keeps going from bad to worse—every day here feels more sickening than the last. Leadership is absolutely useless, always GI, too afraid to offend anyone. Completely spineless.
It's in line with the main US layoff page. Their criticism and feedback are even harsher and more direct than ours. I don't even feel like writing this year's PDS, as their main objective is to continue cutting headcount, especially with all projects set to be completed by the end of the year.
9yrs in the company (didn't expect it to happen) but I seen how we drop and fall so low.
- lack of supervisor that really knows what is going on. Rely on seniors and documentation to make recommendations (seriously). Cos of their lack of knowledge they can't make the decisions. End up we will be in conversation debating about probability instead of what is really needed and next step
- mostly cos they are aware how lousy/lack of purpose they are, their own insecurity escalate and end up leaning to people that only have loyalty or just follow what they want. Also end up just lean/protect/side their favourite unconditionally. Regardless whether they are competent or they really know what's going on
- then end up such worms get promoted (surprise surprise) and end up another cycle of repeat and the company just keep going in an endless time loop. While the good talent leaves.
Am still in this company cos as much as most of my supervisors ( 4 out of 6 so far) are just ridiculous figure head, I do still see DH and senior leaders still trying to drive the right expectation and standard. Though I think they will be out numbered soon.
I just hope I gain enough experience to move out of this company soon (role exposure still very EM centric)
Exactly… especially during Family Day, someone asked me if this is a ah neh company. I hesitated to say no. Lol
simi chinese people? They all already left and gone to tech. You can tell during 2020 to until now, how many chinese are there
Toxic leadership can significantly impact career growth, employee morale, and workplace culture. Here’s an in-depth look at nine types of toxic leaders who could be hindering your promotion, along with the company culture they create.
- The Credit Thief
Traits: This leader takes credit for your hard work and ideas, presenting them as their own. They downplay your contributions while exaggerating their role in projects.
Impact on Promotion: Since leadership and upper management see them as the driving force behind successful projects, you remain invisible. Your efforts go unnoticed, making it harder for you to stand out as a candidate for promotion.
Company Culture: A workplace with credit thieves fosters distrust and discourages collaboration. Employees are hesitant to share innovative ideas out of fear of having them stolen, leading to stagnation in creativity and growth.
- The Gatekeeper
Traits: This leader withholds key information, resources, or opportunities that could help you succeed. They selectively decide who gets access to critical projects and training.
Impact on Promotion: Since you lack the necessary information or exposure, your performance may not meet expectations. Without chances to prove yourself, your career progression stalls.
Company Culture: This kind of culture breeds favoritism and inequality. Employees feel left out and disempowered, leading to resentment and a lack of motivation to excel.
- The Micromanager
Traits: This leader constantly oversees every detail of your work, refusing to delegate tasks or trust you to make decisions. They focus on minor issues instead of allowing you to take ownership.
Impact on Promotion: Your ability to showcase leadership potential is stifled because you’re never given full responsibility. Promotions often go to those who demonstrate independent thinking and problem-solving skills, which you are not allowed to develop.
Company Culture: A micromanaged environment creates stress and lowers confidence. Employees feel suffocated, disengaged, and reluctant to take initiative.
- The Blame Shifter
Traits: When things go wrong, this leader is quick to point fingers at others instead of taking accountability. They always have an excuse and never admit mistakes.
Impact on Promotion: If you work under a blame shifter, you may find yourself unfairly blamed for failures. This damages your reputation, making higher-ups perceive you as incompetent or unreliable.
Company Culture: A blame-heavy culture discourages risk-taking and innovation. Employees focus more on protecting themselves than contributing meaningfully to projects.
- The Invisible Boss
Traits: This leader is rarely available when you need them. They provide minimal guidance, fail to advocate for their team, and don’t push for employee development.
Impact on Promotion: Without mentorship, feedback, or visibility in leadership discussions, your career growth is stagnant. An invisible boss does not promote your achievements or help you build connections with decision-makers.
Company Culture: A company with absentee leaders lacks strong direction. Employees feel unsupported, and professional growth is left to chance rather than being actively nurtured.
- The Favouritist
Traits: This leader has clear biases toward specific employees, rewarding them with better opportunities, raises, and promotions regardless of merit.
Impact on Promotion: If you’re not part of their “inner circle,” your hard work may be overlooked. Even if you outperform their favorites, you won’t get the recognition or advancement you deserve.
Company Culture: Favoritism erodes team morale and fuels resentment. Employees see no value in hard work because promotions are based on personal relationships rather than merit.
- The Idea Ki-ler
Traits: This leader shuts down new ideas and discourages innovation. They are resistant to change, preferring the status quo, and dismiss creative solutions without consideration.
Impact on Promotion: If you’re known for bringing fresh ideas but are constantly dismissed, upper management may assume you lack strategic thinking. Your contributions never gain traction, keeping you stagnant.
Company Culture: An environment where ideas are dismissed leads to a lack of growth and stagnation. Employees feel unmotivated to contribute beyond their basic responsibilities.
- The Overloader
Traits: This leader gives you an excessive workload without offering support, setting you up for burnout. They expect long hours and constant availability but fail to acknowledge your efforts.
Impact on Promotion: Despite your hard work, you may be seen as overwhelmed rather than efficient. Instead of being promoted, you’re perceived as someone who struggles to manage their workload.
Company Culture: Workplaces with overloaders promote burnout and high turnover. Employees become disengaged and prioritize survival over career development.
- The Unclear Boss
Traits: This leader provides vague or constantly changing instructions, leaving employees confused about expectations. They fail to communicate goals clearly and offer inconsistent feedback.
Impact on Promotion: When expectations are unclear, your performance is inconsistent. It’s difficult to meet targets when they are constantly shifting, leading to negative performance reviews that hinder your career growth.
Company Culture: A lack of clarity creates confusion and frustration. Employees waste time second-guessing themselves instead of focusing on productive work.
Conclusion: How Company Culture Enables These Toxic Leaders
A company that tolerates toxic leadership often exhibits the following characteristics:
• Lack of accountability: Leaders are not held responsible for unethical behavior.
• Poor communication: There is no clear path for employees to raise concerns.
• Promotion based on politics: Advancement depends on relationships rather than performance.
• Low employee morale: People feel disengaged, overworked, or undervalued.
If your workplace has these traits, your promotion may be at risk—not because of your abilities but due to systemic issues. Recognizing these patterns can help you make informed career decisions, whether by addressing concerns with HR or seeking opportunities in healthier environments.
Boss: If you’re not happy here, you’re free to leave anytime.
@7ah7+16zEvLP3 sounds more like Chinese people, is Singapore a country or a city?
i blame myself for allowing my boss to have an easy life. Should give them more work so they deserve that pay they get
You must be new to Singapore. We are raised in a culture of complains and moulded to blame every thing else but ourselves. Hence the volume of content in this thread.
However, none of these should be taken seriously as Singaporeans are also quick in picking up technology to better ourselves, in this case venting on a forum is a better alternative to domestic violence.
Hard to believe that the Singapore post created in August 2020 has over 600,000 views with 4500+ responses.
August 22, 2020 by Anonymous | 601708 views | 2262 reactions (+1655/-607) | 4519 replies (last 5 hours ago)
wah all these comments sure make the boss steam. Especially when they see controls issues, steam become higher pressure
lots of barking here by talkers only.. without you the lights still on...no action all talking lehhh
Lol, I think you misinterpreted, control is necessary, but overdoing it is like a dr-g—too much, and it becomes counterproductive. When taken to the extreme, it doesn’t add value; it just slows everything down. Balance is key.
And….. you are wrong. Control and compliance is what keeps the lights on. If you cannot appreciate it, you deserve to be a bottom feeder.
When a company prioritizes control over efficiency and loses sight of the bigger picture, it adds no real value. In other companies, where productivity is key, holding safety stand-downs for near misses and minor injuries is impractical. The constant back-and-forth over trivial matters hinders real progress. No wonder SG hires so many people just to accomplish a simple task.
At work there is no such thing called friends... when someone needs to throw someone under the bus they will throw any or everyone under the bus just to save themselves.
Only share stuff that can promote yourself... other than that don't bother... The current EM site is no longer a safe space to open yourself up.. Management are eagerly setting up people for failure, the more open you are, you will becomes the open target for people to shoot down...
will crispy crispy really make money??? pls lehhhh...save us
Careful guys when you talk to people especially those potential sls. Don't feed them information for them to turn around and bite you back. Ranking session soon
Well, it does not matter, after all, given the predicament of this site.
With or without "leaders of tomorrow," the lights will always be on, and things will always be moving if there is a REAL DEMAND.
Everyone is dispensable, and so are you!
No one can control whether people choose to slack and post stuff here and there. That is the beauty of this forum: Anyone can post stuff and write about how they feel during work hours or after work hours.
Since the site is not making any real money, why is there a need to work so hard? For who? You might as well just enjoy your time there. Can avoid any work avoid. Don't feel like working, take MC to recharge your mind before returning to the slump.
Just continue to leech. They will not fire you anyway, so don't let those comments from tomorrow's leaders affect you.
Sounds about right. They are your leaders, if they don’t tell you to work, you will sure slack and spend time posting here. I guess they are paid to get things moving and keep the lights on.
When sh-t happens, of course you go under first. So many others need their leadership, unlike the dispensable you.
knn many sgcx SLS that go hbf cannot do work one. only thing they know is ask others do work and talk like without them the sky will fall down. claim the credit and then throw pple under the bus. really have to be careful these days.
How can SG ever hit the 1B SGD profit?? If there is still OT and hiring more people to do all job? This site does not make money and they kept taking opportunities to guess light technician and making us work harder... saying things like " must give in 110%" KNN Pui!! give in my L@n Ji@0 la!! give in so much to get warning letter than kanna fired by the company??
More work little manpower and everything urgent. Then SLS dont know how to prioritize. Always carry operation team ball. Then No OT, No weekend and then cannot meet LACD, then a lot questioning. Really problem nowadays.
EM now going towards removing headcount via mental torture. More headcount coming back to their own base plant so more people will be on PIP. And now its ongoing ranking period.Getting from bad to worst. Is there any other valuable information anyone know. Do share it in here.