The problem lies with the upper management - Anonymous employee 2X Employee Review

Thank you for sharing your review, we are definitely proud of our team, aside from assessing potential skills and attitude, we also look for culture-fit in our recruits, as a result we have a high concentration of helpful and friendly people. Now, to the other points: Bonuses were always tied to the performance of the company against target, this is clearly stated in all the internal communications. And 2023 was no different. For 2023 we set out to grow 40% and we did not, understandably, this can be upsetting. Against a trying business condition in 2023 where many businesses did not do well, growing 30% is admirable. Despite not meeting our growth targets, we continue to reward and compensate high-performing employees, and in 2023, 153 employees were promoted and 182 salaries were adjusted upwards. As a whole, we are keen to improve on our total rewards structure, where high-performing and contributions are rewarded accordingly, a blanket bonus program that does not allow differentiation of contribution is something we would like to change moving forward. Our CEO was already a successful businessman before he founded 2X and personal donations of our upper management and any of our employees is a private matter. 2X was built by a lot of good people who delivered years of service and they are rewarded via the employee equity program in recognition of their contribution. These are individuals who believe in paying forward, talented people who helped developed training programs and templates that improves work efficiency, built new processes to guarantee accuracy and make things easier so that people who came after them did not have to go through the same pain and tedious work that they had to. They did that plus the daily work that clients asked. We are profoundly grateful. Our mental health policy has 2 components, 4 mental health leaves per year and an RM2,400 general wellness allowance that can be used to pay for therapy and counseling sessions. As you rightly point out, mental health issues cannot be fixed in a day, it requires a holistic approach to active management of stress levels, eating healthily, resting, and exercise. The mental health leaves are meant to provide employees with days off where they can get more rest and peace of mind, it is not designed to be used as a replacement for seeing a professional or a need for a longer break. We have been and will continue to support employees with a deeper need with sabbatical too. Our Work From Office policy is minimal 2 days per week, it is probably one of the more flexible policies around in terms of hybrid working. Tagging in and out from the office is so that we maintain a record of attendance, ensuring we apply the same treatment across the board to all employees. We also provide travel allowance to employees and the employment contract states the work location is the office. Absenteeism can be a problem if rules are not followed, we aim to create a fair and productive work environment. Our WIFI infrastructure is overbuilt for our size, our policy is friendly where we allow all sorts of personal devices to connect to our office infrastructure and we allow all sorts of streaming services too. While we agree that there could be Intermittent connection issues, this is not however due to our lack of WIFI infrastructure and more due to connectivity to our Telco providers, which regrettably happens. Serving customers is why we exist as a Company, however we do need to improve and get better at how we prepare and set the engagement so that we prevent burnouts as we deliver on the quality and impact that our customers want. With humility, we agree that more could be done on this front and these are efforts that we have put as priority to resolve. Some of the initiatives we have includes setting up a consulting practice that would help scope and manage the outcomes and expectations of our customers better. We are developing more playbooks to improve the onboarding processes to ensure engagements are managed in a more standard way, smoothening friction and reach stability and impact faster. All these improvements will result in a more conducive work environment for our employees. Challenges will always be part of a growing company, and in that challenging environment, we innovate, we grow, and we become better.