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Jetzt Profil vervollständigenMitarbeiter nehmen bei diesem Arbeitgeber vor allem diese Faktoren wahr: Kooperieren und Für sein Team arbeiten.
Die folgenden Benefits wurden am häufigsten in den Bewertungen von 16 Mitarbeitern bestätigt.
Gute Verkehrsanbindung
Barrierefrei
Mitarbeiter-Events
Flexible Arbeitszeiten
Homeoffice
Rabatte
Internetnutzung
Betriebsarzt
Diensthandy
Gesundheits-Maßnahmen
Essenszulage
Kantine
Coaching
Betriebliche Altersvorsorgecool people, cool team, great location
guys you are the only reason for me to stay that long!!
Update: As I have left (and some of you as well): be strong and all the best!!
Extrem interessante Aufgaben. Viele Experten von verschiedenen Feldern, wovon man lernen kann. Super Büro direkt am Hbf, mit guter Verkehrsanbidung und vielen Essensmöglichkeiten.
Innovatives Produkt, super Office, viele Experten aus verschiedenen Bereichen. Viele internationale Mitarbeiter
Great colleges. Good public transport connections. Shops in the vicinity.
Tolles Büro an zentralem Standort. Sehr innovatives Produkt
Bad communication. Noisy and distracting workplace. Very bad work atmosphere.
Der Umgang mit Mitarbeitern ist sehr schlecht. Work-Life-Balance gleich null. Je länger man arbeitet, desto beliebter ist man. 45 Stunden/Woche werden erwartet, Nichteinhaltung wird "bestraft". Home-Office und das dazugehörige Equipment muss man sich bei der Anstellung gut verhandeln, sonst hat man keine Chance. Es werden somit unterschiede gemacht: der darf ins Homeoffice, der nicht - je nachdem wie gut du verhandelt hast. Weit weg von "jeder wird gleich behandelt".
Die Stimmung ist sehr schlecht und als "Bestrafung" wird dann die ...
epitome is the toy of the investor and not a proper company. The owner has zero emapthy for his emoyees. He is incapable of making decisions but asks 110% performance and identification despite his rude behaviour
the company is currently destroyed top to bottom. The owner is destroying his toy and will cry over it afterwards, but that's life
Where to start..
Listen to the employees. They have decades of work experience, and can save a lot of time and resources by not doing unnecessary and useless tasks.
Talk to the employees. Make them involved in an open communication with the shareholders. Try to create a trusting environment where everybody can open up. Not some motivational method from a book. Just talk.
Make sure the shareholders listen to the problems. I know it’s uncomfortable, but essential to make the right decisions.
Create ...
keep the owner/investor off the daily business. When it ever comes to marketing and going public he is the man, but not for development or engineering. Taking decisions isn't his strength.
Less dreams and more ground based thinking might give the twist and make the company survive, but I for myself have decided that the risk is too high for me and I look around for another option as MANY(most?) others do as well.
Doesn’t matter because problems are well know (by HR) but no one except the CEO who is the investor has something to say
Erstaunlich dass es so etwas noch gibt. Mehr Vertrauen in Mitarbeiter wäre dringend angebracht.
The company exist because people are working for you - ever noticed?....
Der am besten bewertete Faktor von epitome ist Kollegenzusammenhalt mit 3,8 Punkten (basierend auf 11 Bewertungen).
working on a common goal gets everyone together, which you do not often have in companies
The employees have a huge potential, also in soft skills. There is a good collegial spirit, also like to spend time with each other after hours. There is no support or strengthening effort from the management side in this direction.
High level of trust and reliability between the collegues. Some afterwork activities certainly also play a role in this.
sometimes good, sometimes just watch your back...
Good collaboration across teams, startup spirit
Der am schlechtesten bewertete Faktor von epitome ist Vorgesetztenverhalten mit 2,1 Punkten (basierend auf 11 Bewertungen).
It is a prime example of bad management. The employees have the strong feeling that their professional opinions are not heard. The mid level management is stuck in a position between the need of flexibility from the side of the R&D and the rigid stance of the shareholders. Those causes friction that can be felt throughout the whole company, consumes way too much resources and causes too much unnecessary stress.
Middle management tries hard to treat everyone individually and personally - upper management sees you a pure resource and wants you to give "more effort", which usually means overtime.
the owner rules into the company and management mostly does not absorb but rather amplifies pressure and strange ideas
Mid layers are OK, but the higher you look, the more you will see micromanaging happening, which comes from abnormally low trust levels in the work team.
There is also a huge gap between what people think is the state of the development plan and what it actually is. One can really identify a similar state as the one in the fable of "The Emperor's New Clothes". The image often given to applicants for job offers is that development is ...
short-term thinking and results are more important for management than long-term success
no clear direction and vision how to develeop a product
not clear how employee performance is measured - constant fear of being the next one who gets fired
Karriere/Weiterbildung wird mit durchschnittlich 2,3 Punkten bewertet (basierend auf 10 Bewertungen).
negative report, at least there have been German classes at the office (at dinner time)
There is no effort from the management to improve the employees. If you want to improve you have to do it yourself. In your own time.
everything I need
Möglichkeiten zur Weiterbildung existieren kaum
Es ist möglich, in der Firma zu wachsen.
