buhay dcpi

i will start with my exit interview. i was too careful on what to say. because business articles are full of these warnings saying they bounce back. and i do worry of the repercussions. especially telling bad things about people which is often coated as hints for improvement. “i should have a graceful exit”, or so i thought. but had i spilt too much?

during the interview, i had this feeling that my interviewer has the intention of purging me to say anything negative on almost everything – the company, my supervisor, my job and reason for leaving. i wonder if this is the real agenda behind exit interviews.

as always, i was slow to answer. i do feel terrible criticizing especially of people.

she had asked me why i rated culture 5 in a grade ranging from 1 to 10. this is one of which i had a very hard time responding. and sufficed her to accept my silence as an answer.

but what was it really like working in dcpi?

it could be that some of my perceptions here are very personal. or maybe exclusively just my own point of view.

if i am to work first shift, i had to be in the office before 6 in the morning. if i am of the afternoon shift, then i had to be there before 2 in the afternoon. but there were recent changes which they call “compressed work schedule”. it is a 5-day work week comprised of 9 hours and 36 minutes office hours including a 50 minutes break-time daily. the previous schedule was 8 hours for 6 days a week with a 45-minute break.

now, let me tell you about the ambience or the “culture” at work. it’s like living in a cut-throat island. employees are always on the look-out for who’s who. power struggle is a big issue. this fosters a mood for guarding one’s own interest. but it is unclear who the real enemy is? everyone’s smooching and at the same time stabbing one another. dissatisfaction abounds.

but it isn’t the reason why i left the company. it is lack of interest. or it’s just ain’t my cup of tea. honestly, i don’t know who’s running who. i have no idea what’s the real name of my immediate superior up to the big bosses of the company. i just know them by their nicknames. not because of endearment but because nobody cares.

i am the kind who don’t complain a lot. when it comes to some things i apply this kind of thinking – make do or shut up.

the company has great ideas. like the monthly chat. it has the intention of knowing the concerns of the employees as individuals and as teammates. but for unknown reasons, it seems not working at all. i think trust is the big factor. when you don’t trust the one you are talking to, it’s hard to open up.

one of the concerns i raised on my exit interview was the frequent transfer of project assignments. i think it is logical to think that this changes do affect the quality of work an encoder does. each projects has its set of different instructions. a transfer every now and then leads to confusion and errors. if quality is the company’s expertise then this practice has to go. and this is a big challenge when many of the recent projects are of a very short duration.

challenged would be a wonderful word to describe someone’s work. threatened is hard to live by. but the former is what i wish for dcpi.

indeed, i am grateful i was given the opportunity to work in the company. encoding is a different thing. it was a new knowledge for me.

and add to that the friends i made along the way.