Honest opinion - Client Manager TIME (Malaysia) Employee Review

Good opportunity to work on large-scale systems and digital transformation initiatives within the retail space. Exposure to multiple platforms such as CRM, billing systems, and integrations, which helps broaden technical and operational knowledge. Fast-paced environment that allows you to learn quickly, especially in incident handling and system coordination. Some team members are supportive and willing to share knowledge when approached.

This review is specifically for the Retail team, not the entire TIME dotCom organization. Leadership direction within the Retail Tech Ops space can be inconsistent, especially after changes in reporting structure. Roles and responsibilities are sometimes unclear, leading to confusion and overlap in tasks. High workload with multiple responsibilities (incident management, operations tasks, ad-hoc requests) without clear prioritization. Communication gaps between different teams (e.g., Retail, TTDC, vendors), which can slow down issue resolution. Cultural differences between teams can be noticeable—some environments may feel less collaborative or less responsive.

High autonomy (depending on team). Good working level people, willing to help to the best of their abilities and availability. Built good relationships with the actual working people, enabled me to go fast when needed.

- A lot of cosplayers (they do things because it will look cool on their CV or slide deck) - Consultant Culture - be prepared to be hammered with consultant soundbites like "what do you think we should do" but does the opposite - Inexperienced, incompetent managers: enough EQ to breathe and blow smoke up their superior's backside - Hidden Org Chart: your peer or minus one might actually be your boss because they're friends with the guy whose dad is friends with the owners - Fake success: people decorate small things and call it success, funnily happens around bonus time/year end. - Bonus As A Bribe (BaaB): Literally is subject to your manager's take. No clear KPI, job scope(refer point above) intentionally to allow for flexible interpretation. - Spineless Hedgers: in facing uncertainty (literally #1 job description for leaders) the questionably appointed leaders will seek for ideas, then 50-50 on deciding, 0-100 on supporting, but 100-0 when claiming credits. Clear sign of lack of transparency. - HR as a Furniture (HaaF): they make the office/business/management look good. Don't worry about escalating, better luck doing this with your office chair. At least the chair won't ask you to resign.