Blame Culture - Anonymous employee The D Group Employee Review

- Helpful team members - Exposure to different kinds of work and technology

- Always putting out fires, because of people-pleasing project managers unable to say no to clients, hiring juniors and not training them properly - Culture of blame, lies, toxicity, pressure, but management will say there's none - KPIs that don't make sense (for example software dev bonus are majority sales-based, when they have 0 input on sales.) Also bonus targets are only for senior staff, but somehow expect more output from the juniors without giving them any rewards. - Micromanagement processes to assign blame and create stress, rather than any real productivity gain - Always cutting costs at employees expense, low pay, long hours, paying upfront for work tools, sudden notice period extension, asking staff to resign - Training is minimum, you are expected to figure everything out on your own, due to the messy projects nobody has time to train you properly - Low pay AND no work life balance, you need to be on call on weekends and after working hours when project requires (which is all the time) - Minimum benefits, public holidays, claims - Not much food options for lunch in the area

Positive Social Environment: Most colleagues are friendly, approachable, and supportive. There is a strong sense of camaraderie, often highlighted by team lunches and a generally relaxed social atmosphere. Flexible Workspace: The office offers a degree of physical flexibility; employees are generally free to move around the workspace as long as it doesn’t disrupt others. Reliable Basic Payroll: Monthly salary is consistently paid on time (typically by the 1st of the month), which provides a good sense of financial security regarding base pay. Office Perks: The company provides nice small touches like free snacks and beverages (Milo, Nestum, etc.), which are appreciated.

Workload and Process: There is a significant lack of structured SOPs, especially for high-volume periods like festival campaigns. It is common to juggle four or more campaigns simultaneously, prioritizing quantity over quality. Compensation and Benefits: The salary tends to be below market rate despite high expectations for quality output. Furthermore, there is a noticeable disparity in benefits; while upper management receives significant bonuses, general staff benefits and bonuses are often delayed or inconsistent. Administrative Delays: There are frequent delays with essential administrative tasks, such as the issuance of payslips and timely statutory contributions (KWSP). This often requires employees to manually follow up with management or HR. Management Style: Micromanagement is a prevalent issue. A lack of trust from leadership can be demoralizing, especially for employees who have a proven track record of delivering impactful results. Training Bottlenecks: While colleagues are willing to help, the high frequency of project and heavy campaign schedules, sometimes with rushing timeline often make it difficult to receive consistent mentorship or training, which will impact your growth and make you burnout faster. (Ps: since you don get appreciate or payed more even if you do perfect project so most people just do ngam² okay je dh boleh)