The work environment is quite toxic, with very poor management support. There is little to no proper training provided, yet employees are expected to handle tasks independently almost immediately. New hires are often thrown into work without fully understanding the processes.
Although SOPs exist, they are not consistently followed, and tasks are assigned without clear guidance. Training tends to be rushed and unclear, leaving employees to figure things out on their own. Asking for help can feel discouraged, and support from management is inconsistent.
Despite being presented as a “friendly” work environment, this is often not reflected in practice. When employees require assistance, support is frequently unavailable — even from direct supervisors — unless they hold certain positions. This creates a sense of imbalance and lack of inclusivity within the team.
After several senior staff left, their responsibilities were passed on to remaining employees without proper transition, documentation, or mentoring. This has led to a lack of structure, poor knowledge transfer, and minimal effort to support or develop employees.
Additionally, there is an uncomfortable level of micromanagement. Even stepping away briefly, such as going to the restroom for a few minutes, may result in being questioned or asked to report whereabouts publicly in group chats. This creates unnecessary pressure and negatively impacts morale.
There are also concerns regarding conflict handling and management support. Within a short period (e.g., during the first few weeks in the NOC role), workplace disagreements with other team members (such as inventory staff) may arise without proper context or communication. In such situations, concerns raised to management may not be adequately addressed, leaving employees feeling unsupported and unheard.
For candidates considering joining, especially for roles such as NOC, it would be advisable to carefully evaluate whether the work environment and support structure align with your expectations.
