Basierend auf Daten aus 49 Bewertungen schätzen Mitarbeiter bei AOP Health die Unternehmenskultur als eher modern ein, was weitgehend mit dem Branchendurchschnitt übereinstimmt. Die Zufriedenheit mit der Unternehmenskultur beträgt 3,5 Punkte auf einer Skala von 1 bis 5 basierend auf 106 Bewertungen.
Nutze deine Stimme und verrate uns, wie die Unternehmenskultur deines Arbeitgebers wirklich aussieht.
Die Unternehmenskultur kann in vier wichtige Dimensionen eingeteilt werden: Work-Life-Balance, Zusammenarbeit, Führung und strategische Ausrichtung. Jede dieser Dimensionen hat ihren eigenen Maßstab zwischen traditionell und modern.
49 User haben eine Kulturbewertung abgegeben. Diese Faktoren wurden am häufigsten ausgewählt, um die Unternehmenskultur zu beschreiben.
Umgang miteinanderModern
Strategische RichtungModern
Umgang miteinanderModern
FührungModern
Umgang miteinanderModern
Work-Life BalanceModern
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Communication within the company ostensibly advocates transparency, yet regrettably, the reality paints a starkly different picture.
Cohesion among colleagues is crumbling, especially as many experienced and long-serving colleagues are resigning and leaving the company. Their departure removes valuable knowledge and expertise, further weakening the team's foundation.
In addition, replacements are often chosen for their yes-man mentality rather than their competence.
Work-life balance largely depends on individual line managers. Overall, there is a conservative attitude towards the use of home offices and flexitime arrangements.
The general management demands more and more. One extra mile after another, higher and higher and higher, with no regard for personal life, family or health issues; and with no genuine recognition or appreciation of outstanding performance and loyalty to the company. Employees are interchangeable to management, and they are treated as such.
Middle management, caught between complying with pre-determined directives and maintaining a semblance of humanity, finds itself under increasing strain. The resulting exhaustion and demotivation is palpable as they struggle with the burdens of conflict resolution and navigating office politics.
The general feeling is that the general managers are not really interested in a real management TEAM and joined leadership.
This relentless pressure has taken its toll, leading to a mass exodus of the middle management team, either voluntarily or through redundancy. The absence of a coherent management strategy and shared leadership further underlines the disconnect between the aspirations of the workforce and the priorities of senior management.
Man kann niemanden vertrauen, es sind zwar alle recht freundlich, aber mit der Zeit sehr hinterhältig
While there's still a sense of camaraderie among colleagues, the once-positive atmosphere at the workplace is steadily deteriorating. The humanity, empathy, cohesion, recognition and motivation that were once the pillars of the management style are now conspicuously absent. Instead, a culture of fear and scapegoating has become the dominant style, undermining team morale and trust.