-A significant number of supervisors, team leads, and managers primarily speak Mandarin or Chinese, with limited English proficiency. This creates a substantial language barrier for English-speaking employees.
-If you don't speak Chinese, you're much less likely to receive direct training or guidance from higher-level staff.
-New hires who speak Chinese are often trained directly by supervisors, while non-Chinese speakers are typically trained by peers who may have only been in the role for a short time themselves.
-This uneven training dynamic can set non-Chinese speakers at a disadvantage in terms of performance and promotional opportunities.
-The order system is entirely in Chinese with no full English translation available, making it harder to navigate for those who don’t read Chinese.
-Communication gaps can lead to confusion, inefficiency, and frustration.
-There is very little room for mistakes. The work culture tends to focus on assigning blame, even for errors that are due to unclear instructions, systemic issues, or miscommunications—not the employee’s fault.
-Feedback can be inconsistent, and expectations may not always be clearly communicated.
-There is very little room for error. Mistakes—often due to poor training, unclear instructions, or reagent and equipment issues—are frequently blamed on employees regardless of fault.
-A blame culture exists: accountability is often misplaced, and employees may be publicly or unfairly singled out.
-As a result, some team members (even those who speak English) are reluctant to train new hires. They don’t want to be held responsible if the new person makes a mistake or have to stay late to fix it.
