◘No employee canteen or food facilities are available.
◘Employee recognition and appreciation programs are limited.
◘Getting bullied at the workplace is casual as there are no strict actions taken, as employees fear complaining.
◘Limited visibility of employee contributions from senior leadership.
◘Gowning coats are often reused, and access to freshly cleaned garments can be inconsistent.
◘Strong emphasis on production targets can sometimes outweigh focus on quality processes and standards.
◘Workplace politics can make it difficult for employees to seek support when facing interpersonal challenges.
◘No PLM like Windchill, the organisation relies heavily on paper-based documentation, with limited use of modern PLM systems. Retrieving historical records can be time-consuming.
◘Some manufacturing equipment and supporting systems appear outdated, which may impact operational efficiency. Eg. Machines made in 1990s or 2000s, including a laptop provided to the operator (a Big, bulky laptop) are still in use.
◘Training resources are limited. A small number of shared computers can make it challenging for operators to complete required training within regular working hours.
◘Knowledge sharing and cross-functional support could be improved. ◘Employees may often need to independently resolve issues due to limited guidance or mentorship.
◘The work culture can feel highly political, with accountability sometimes taking precedence over collaboration and problem-solving.
◘There is significant opportunity for improvement in adopting new technologies, modern systems, and continuous improvement initiatives.
◘Decision-making can be top-down at times, and employees may feel that their ideas and suggestions are not always considered.
