Reviews van KOBELCO

I see a lot of small-minded（器が小さい） behavior and a lack of jin-toku（人徳）, with bullying and no way to talk professionally in management, favoritism toward managers of the same type, and preference for people who invest their time in micromanagement. From the start, I experienced persistent controlling behavior from a male IT colleague. He asked me to handle invoices in a way that seemed inconsistent with financial compliance, and I noticed him give a subtle signal to another colleague. When asking for my help, he repeatedly banged documents on my desk. I heard many sexist remarks and loud knocking on tables when he was upset. He made sarcastic remarks toward me when I raised normal work questions. I know at least four former colleagues reported him to HR. However, with people who could benefit him, I heard “my princess” (to the manager) and “my king” (to a client). When I requested some distance, my JP GM replied: “Just treat him like a broken machine,” “Others also want to avoid working closely with him,” and “He may have XX issues, but he is actually a good person — please be kind understanding.” "Let me handle the work conflict for you, don't talk direct to the ppl" My POH-GGZ : It seems you suffered from double standards in management practices and differential treatment related to gender and race. The newly hired warehouse manager also acted in an interesting way. When I tried to address logistics issues with France, I received only questions instead of solutions — the reality was that he could not do much. When I asked for logistics pricing support even in front of the JP GM, he winked hard he didnot want to. He often came into our small office to talk loudly with the IT colleague, making it difficult for me to work. Sometimes they made audible remarks about what they heard when I was speaking with clients. Are those behaviors considered professional or decent? Later I learned that his ex who troubled him was French... After working 16 consecutive days on a business trip, I was welcomed back by accusations from the IT colleague, supported by the JP GM, claiming I had not done my work — which later turned out to be something they both had previously agreed upon. Unfortunately, this contributed to my burnout. A JP female colleague was promoted to my manager in January 2025. I believe I did my best to support her in the past. Here is what I received in return when i discuss my issue:“I can’t sleep well either.”“You cannot go to your home country if you are sick.” “You must stay at home all the time.” “You need to use your own holiday if you want to see doctors.” “You can either work full time in the office or not at all.” My legal advisor : It seems that she needs a training for Dutch labor law, and several red flags were identified in my contract. The company KPI review takes place in March of the second year. After one year of countless overtime hours, taking on two people’s roles so the company could save labor and travel costs, and receiving no negative feedback on my KPI content, I got the same score as in my first year when I had worked only two months and was still new. I guess I should not have burned out. Furthermore, I am not sure if it is normal that my salary discussion became company gossip, rather than remaining between me and my managers — just like the sex scandal rumors about other colleagues. Last story: during the rubble crawler event in 2024, I found out there had been no proper market survey or quality check before the CEO-sponsored meeting. The IT colleague mentioned he had not attended business events for a long time and needed an opportunity . My JP GM said, “I know the quantity is good.” which turnout not. The company invested in 20 dealers for two nights in four-star hotels, flights and stay for three JP colleagues (JP-NL), and a fancy dinner. The promoted manager remained silent. I was jaw-dropped but needed to keep my mouth shut. Company policy!