O2Micro Reviews

Pros

Dedication and focus on business goals

Cons

need systematic improvement and transparency

Advice to Senior Management

Focus on employees and core competencies

Pros

Dr. Lynn is the diamond in the goats bottom here and may be the sole competent member of management at this place. Why on earth he stays, I'll never know.

Cons

The staff is treated second class to the management.

The company expects employees to be in the office 50 to 60 hours a week.

The design quality, controls, and processes are awful, and unfortunately the culture of incompetence has a firm grip. The grip is strongest among the idiot friends, in-laws, and family members on the executives that have been hired into this place.

Advice to Senior Management

1) Establish and enforce a company wide, an anti-nepotism policy that extends to contractors and suppliers
2) Train your management to manage and don't substitute a time clock for proper team leadership. An employee working for 40 hours is a magnitude better for the company that an employee that is just present for 60 hours.
3) Establish and enforce a strict anti-fraternizing policy, esp among executives.

Pros

Work load not as heavy as compare to other similar nature company. Working hour are very flexible. Most of the senior management are overseas.

Cons

But there wouldn't be much of a future as the design center only have about 10 over designers, mostly junior level. As O2 expand strongly in China, it is a matter of time the design center will be closed.

Advice to Senior Management

Good luck.

Pros

good working environment and corporate culture ; nice staffs and colleagues; management recognizes good performance and fair opportunities;

Cons

salary package is not competitive

Advice to Senior Management

o

Pros

Relatively easy going working environment. Working environment is not much stress. Good health care and Dental care.

Cons

No much information sharing, inter-department is very political. Local staff are very inexperience even though higher management do seem to be more technical capable.
Not much recognition for good performance. Unfair compensation for some of the staff.

Advice to Senior Management

The right persons must be hired to lead, and to execute.
More careful on hire the right people for the right job.