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 long-term employees feel that compensation development no longer keeps pace with either performance nor inflation. Salary increases this year (effective June 2026) were perceived as significantly below inflation, while variable compensation and RSU packages were noticeably reduced. Combined with unclear promotion criteria, this has led to growing frustration and a visible decline in motivation among experienced employees.
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.
In addition, recent layoffs and ongoing discussions about further cost-saving measures have created increasing uncertainty across teams. Even long-standing benefits are being re-evaluated, which further contributes to the perception that cost reduction has become a primary focus.
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.
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Note regarding the response from the Employee Experience Team (December 2025):
As there is no possibility to reply directly to the public comment, this clarification is added here. The response emphasizes leadership training, well-being initiatives, and encourages employees to raise concerns internally. However, it does not address core issues repeatedly raised over the years, particularly around fair promotions, salary development, and transparent compensation decisions. Many employees experience stagnating pay despite strong performance, while promotion criteria remain unclear and inconsistently applied. Measures such as broad travel bans and budget restrictions further reinforce the perception that cost-cutting takes precedence over employee development. Based on long-term experience, internal escalation paths (management, People Ops) are widely seen as ineffective, as reported issues often do not lead to visible consequences or sustainable change. Rebuilding trust in these processes would be essential for any meaningful improvement.
Arbeitsatmosphäre
Burnout cases, growing uncertainty, repeated reorganizations, and declining morale noticeably affect the overall atmosphere.
Image
Polished externally, internal perception less positive; employees voluntarily buy (!) company swag
Work-Life-Balance
Flexible work arrangements still exist, but on-call duties and growing pressure reduce work-life balance.
Karriere/Weiterbildung
Promotion and career opportunities often appear inconsistent and insufficiently transparent.
Gehalt/Benefits
Delayed raises, mini-adjustments, long-term employees underpaid. Compensation development has recently fallen behind expectations, with weaker salary adjustments and reduced incentives.
Umwelt-/Sozialbewusstsein
Environmental benefits (e.g. Klimaticket) exist, but recent discussions around reevaluating them create uncertainty.
Kollegenzusammenhalt
Team cohesion is generally strong, although pressure and uncertainty increasingly impact collaboration. Strongly depends on the team. Flexibility with time off.
Umgang mit älteren Kollegen
Long-term employees often feel that loyalty and experience are no longer sufficiently recognized.
Vorgesetztenverhalten
Many managers unqualified; poor feedback handling. Leadership quality varies significantly, and employee concerns are not always addressed transparently or consistently.
Arbeitsbedingungen
Modern offices, ergonomic furniture, Gaming Room & Library. Modern offices and equipment are a clear strength, despite increasing desk-sharing and space limitations.
Kommunikation
Important decisions are often communicated late, vaguely, or only after they are already finalized.
Gleichberechtigung
The company promotes equality externally, but career development and compensation are perceived as inconsistent internally. Women underpaid and underrepresented in tech leadership.
Interessante Aufgaben
The technical work can be interesting, but employees often have limited influence over priorities and assignments.