Declining Conditions After 10+ Years
Gut am Arbeitgeber finde ich
The offices are modern and well-equipped. There are height-adjustable desks and ergonomic chairs from Interstuhl. In the mornings, muesli is provided, and fruit is available throughout the day. At the HQ, there is even a barista service. Otherwise, there are fully automatic coffee machines for self-service all day, tea from Sonnentor, and a variety of milk options (such as oat milk), which is great for people with intolerances. There is also a 'Gaming Room' at HQ with table football and other games, as well as a 'Library' with books, seating areas, and a nice view.
Short-term time off or vacation requests are usually no problem, as long as they are coordinated with the team.
Employees can choose between several benefit options: a Klimaticket (public transport pass) – though it comes with certain conditions (for example, fully remote colleagues are not eligible); a garage parking space, which is available for a taxable benefit but only if you don’t take the Klimaticket; or Sodexo/Pluxee vouchers – but again, only if you don’t opt for the Klimaticket or parking. Unfortunately, there are no combinations possible – you must pick one of the three, which limits flexibility.
Schlecht am Arbeitgeber finde ich
I have been working for this company for several years, and unfortunately, the working conditions have been steadily deteriorating.
In the past, December 24th and 31st were always granted as extra paid leave. Last week, we were informed that these days off have been cancelled. A major step backwards and a clear sign that employee appreciation no longer seems to matter here.
Recently, on-call duty was introduced. Employees were more or less pressured into taking it on, even before the framework conditions were clearly defined. The compensation for this duty is also quite low, making it an added burden rather than a benefit.
Many managers and supervisors are unqualified. We see recurring burnout cases, and feedback from affected employees is not adequately heard or implemented. Instances of verbal abuse are not addressed.
Many employees who perform very well and have been with the company for many years are underpaid and rarely promoted. Meanwhile, others are promoted too often and too quickly without clear performance justification. This creates a very unbalanced situation.
There are also ongoing problems with payroll. Earlier this year, it was particularly difficult to get any feedback on payslips. We were constantly reassured that system upgrades were to blame. Employees often have to consult colleagues who are not familiar with Austrian payroll regulations. Previously, payroll was handled in-house, which worked excellently. At some point, a consulting firm supposedly concluded that our payroll department was "unnecessary", and it has since been outsourced. The situation keeps getting worse.
Externally, the company presents very successful marketing. Internally, however, we are growing far too fast without proper processes, leading to constant reorganization. Everything feels uncertain. At the same time, there is often too little actual work, and discussions constantly revolve around "head counts." Internal transfers are difficult because managers fear losing their "head counts." Managers also seem to face budget pressures, and not everyone can handle that without passing the stress onto their teams.
Historically, there has always been a Linz-America connection, as the actual HQ is there. The R&D HQ is in Linz. Previously, we were well shielded from American influences, but since the CEO change, almost everything coming from there seems to be implemented directly, often without consideration.
For example, the salary payment date has been moved to the latest possible day allowed by the collective agreement. Previously, this was paid out almost one week earlier.
Before, a home office allowance of €3 per day was paid. Now, even though remote work is still allowed, it has been reduced to only €1.20 per day. At the same time, we lost our fixed desks because the company is hiring more people than there are workstations. The so-called "shared desk" concept only adds stress and dissatisfaction in practice.
In the past, employees who reached 10 years of service were recognized and celebrated — for example, with special events or group outings such as race car driving experiences. Nowadays, you don’t even get a handshake.
All of these changes are justified by management with the argument that all locations worldwide need to be treated equally. However, that simply doesn’t make sense, as different countries have different laws, customs, and working cultures.
The R&D HQ is closed from approximately mid-September until the end of November, affecting hundreds of employees. According to law, the employer is required to provide a workplace. Instead of openly stating that alternative workspaces would be provided, a questionnaire was sent asking who needed a desk, with the message: "At this stage, we’re focusing on accommodating only those who genuinely cannot work from home." Telework is allowed but not mandatory, and this phrasing likely discouraged many employees from requesting a workspace, creating unnecessary uncertainty and concern.
Overall, it feels like the company is cutting costs wherever possible – at the expense of its employees. Motivation and morale are noticeably declining. A real shame, because this used to be a truly great employer.
Verbesserungsvorschläge
Transparent and fair communication: Decisions (e.g., regarding benefits, salary payments, or home office policies) should be communicated early, openly, and with clear reasoning — not only once they’re already implemented.
Better leadership training: Managers need more training in leadership, empathy, and conflict management. Accountability for inappropriate behavior should be taken seriously.
Employee recognition and retention: Long-term employees deserve appreciation — for example, through anniversary programs, personal recognition, or small celebrations.
Workplace availability and compliance: Even during temporary office closures, legally required workspaces should be provided and communicated transparently.
Fair and timely salary adjustments: Salary increases should follow a clear, consistent process and happen in a timely manner, rather than being fragmented into small adjustments throughout the year.
Improved internal mobility: Internal transfers should be made easier without penalizing managers for losing “headcounts.” This would help knowledge sharing and motivation.
Structured and sustainable growth: Growth is positive, but it should come with proper processes, clear responsibilities, and adequate resources.
Meaningful employee participation: Employee feedback should be genuinely heard and considered when making decisions that affect teams and working conditions.
Arbeitsatmosphäre
Burnout cases, low morale, constant re-orgs
Kommunikation
Decisions often delayed or unclear
Kollegenzusammenhalt
Strongly depends on the team. Flexibility with time off.
Work-Life-Balance
Home office allowed, but on-call and extra workload reduce balance
Vorgesetztenverhalten
Many managers unqualified; poor feedback handling
Interessante Aufgaben
Interesting tasks exist, but little to no influence over assignments
Gleichberechtigung
Externally promoted as equal, but women underpaid and underrepresented in tech leadership
Umgang mit älteren Kollegen
10-year service recognition reduced
Arbeitsbedingungen
Modern offices, ergonomic furniture, Gaming Room & Library
Umwelt-/Sozialbewusstsein
Klimaticket and other benefits exist but limited/flexible only
Gehalt/Sozialleistungen
Delayed raises, mini-adjustments, long-term employees underpaid
Image
Polished externally, internal perception less positive; employees voluntarily buy (!) company swag
Karriere/Weiterbildung
Uneven promotions, limited internal mobility