My first few years were very fruitful and a lot of learning, which I highly appreciate. I liked TP even with a lot of issues with leadership team and how they treat employees (in a negative way). But now I know TP is not capable of making changes to make the culture better, so no more expectation.

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Prioritization, alignment, a lot more discussions among departments

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Nothing, it's only the base salary, which is not motivating.

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I don't think TP (APAC) can change. I had hope but not anymore.

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None - terrible as compared to my previous company or some major companies that I know of

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Share the same vision and goals and take actions towards them. Our executive team should have clarified those long ago.

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Recognize or at least appreciate the fact that we are wearing so many hats outside our regular roles and responsibilites specified in our contact, with Ownership.

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Care about people/employees (take action). Stop hiring or promoting people through connections (sole decision by the manager) and start hiring/promoting based on actual performance, skills, and conpetencies. Be leaders, not bosses.

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Stop just chasing numbers. Stop treating new(er) subsidiaries in the same way as other mature ones. Focus more on employee satisfaction. Should have more internal transfer opportunities. Improve hiring bars.

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Bored. No alignement among departments/teams/leaders, so very slow when it comes to global projects. Extreamly lacking plans and strategies when it comes to new account launch, resulting in sacrifice of employee satisfaction.

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More proactive discussions, directions / decision making, clarifications, roles&responsibilities. Better level of hiring at all levels but especially for above managers. Hire the Best, is the best way to bring the company to success.

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Don't overuse the word "Agile" without proper tools and mechanisms to deal with it. Otherwise, it just burns out some employees under managers who only pursue numbers to make our performance look great to executives. Numbers are just numbers. We need to be employee- and people-oriented.

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Especially for CCMs and above, they need to better understand their roles as a manager and importance of their leadership to create a better culture and working environment based on TP Values and DNA, and develop people. Most because a lot of them are hired or promoted through connections by bosses.

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Work culture, level of managers and leadership team, lack of processes to fairly and objectively evaluate employees, etc. I know the global team says "we want to improve" but I know they are not able to make changes at local levels, I am not expecting much. I will leave the company soon anyway.

Revisión

1) My manager needs to be able to put the team together in a better way and try to motivate them rather than just pursuing numbers; 2) The company needs to be better at hiring the Best , AND developing the Best with more mechanisms to evaluate our empoyees better and in a more fair way, reward them

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