Basierend auf von Mitarbeiter:innen seit Juni 2025. Alle Informationen findest du hier.
Zuletzt aktualisiert am 12.6.2026
Dynatrace Austria erhält ein positives Gesamtbild, das jedoch von einem deutlichen Kontrast zwischen einzelnen Bereichen geprägt ist. Der Kollegenzusammenhalt gilt als klare Stärke: Mitarbeiter:innen beschreiben das Miteinander als vertrauensvoll, hilfsbereit und kollegial. Auch die Work-Life-Balance wird positiv bewertet – flexible Arbeitszeiten, kurzfristige Urlaubsplanung und Gleitzeitmodelle stoßen auf Zustimmung, wenngleich Bereitschaftsdienste und Druck die Balance mancher belasten.
Kritischer äußern sich Bewertende zu Führung und Kommunikation. Das Vorgesetztenverhalten auf direkter Ebene wird oft positiv erlebt, doch das obere Management gilt als realitätsfern und wenig einfühlsam. Die Kommunikation im Unternehmen erscheint laut vielen Bewertungen top-down, wenig authentisch und häufig zu spät. Auch die Arb...
Zusammenfassung nach Kategorie
Die Kommunikation bei Dynatrace Austria wird von Nutzer:innen kritisch bewertet. Besonders die unternehmensweite Kommunikation steht im Fokus: Viele bemängeln einen ausgeprägten Top-down-Ansatz, bei dem Entscheidungen ohne Einbeziehung des mittleren Managements oder der Mitarbeiter:innen getroffen und durchgesetzt werden. Wichtige Neuigkeiten verbreiten sich häufig informell, bevor offizielle Mitteilungen folgen – diese gelten dann oft als vage, verzögert oder übermäßig korporativ. Fehlende Authentizität, mangelnde Ehrlichkeit sowie eine Kommunikationskultur, die kritisches Feedback nicht willkommen heißt, werden ebenfalls genannt.
Auf Teamebene hingegen fällt das Bild positiver aus: Einige Nutzer:innen beschreiben die Kommunikation innerhalb ihrer Teams als gut. Jedoch verschlechtert sich das Bild deutlich, sobald es um abteilungsübergreifende oder Führungskommunikation geht. Zudem wird ein als „amerikanischer Doublespeak" bezeichneter Kommunikationsstil kritisiert, der auf Hochglanz statt auf klare Information setzt.
Das Vorgesetztenverhalten bei Dynatrace Austria erhält gemischte Bewertungen. Auf der direkten Führungsebene beschreiben einige Nutzer:innen ihre Vorgesetzten als unterstützend, offen und vertrauenswürdig, mit einer Kultur, die Mitarbeiter:innenperspektiven wertschätzt. Auch eine offene Kommunikationspolitik und der Umgang mit Anliegen werden positiv hervorgehoben, wenngleich organisatorische Änderungen nicht immer klar kommuniziert werden.
Das Bild des höheren Managements fällt jedoch kritischer aus. Einige Nutzer:innen bemängeln, dass Führungspersönlichkeiten mit klarer Vision fehlen und stattdessen auf generische Botschaften gesetzt wird. Kritisiert wird zudem, dass Beförderungen teils auf Betriebszugehörigkeit statt auf Qualifikation basieren, was zu Reibung und Unsicherheit führe. Darüber hinaus empfinden einige Mitarbeiter:innen das obere Management als von der Belegschaft entfremdet und beschreiben den Umgang mit Feedback als wenig transparent. Der CEO wird von wenigen Nutzer:innen als unauthentisch wahrgenommen, mit einem Fokus auf den Aktienkurs statt auf das Wohlbefinden der Mitarbeiter:innen.
Die Arbeitsatmosphäre bei Dynatrace Austria wird von den Nutzer:innen gespalten bewertet. Während der Gesamteindruck aller Bewertungen positiv ausfällt, zeichnen die schriftlichen Rückmeldungen ein kritischeres Bild. Wenige Kolleg:innen heben eine entspannte, wertschätzende Umgebung mit modernen Büros und hilfsbereiten Mitarbeiter:innen hervor.
Demgegenüber berichten viele Nutzer:innen von einer spürbar verschlechterten Stimmung. Als Hauptursachen nennen sie häufige Umstrukturierungen, Entlassungen sowie eine konsequent durchgesetzte „AI-First"-Strategie, die Unsicherheit und sinkende Motivation erzeugt. Einige beschreiben die lokale Führungsebene als positiv, kritisieren jedoch das obere Management als distanziert. Auch schlecht kommunizierte organisatorische Änderungen, wie die Vergrößerung von Teams ohne nachvollziehbare Begründung, tragen zur negativen Stimmung bei. Burnout und eine zunehmende Perspektivlosigkeit werden ebenfalls erwähnt, was darauf hindeutet, dass sich die Atmosphäre gegenüber früheren Jahren deutlich verändert hat.
Die Karriere- und Weiterbildungsmöglichkeiten bei Dynatrace Austria werden von den Nutzer:innen gemischt bewertet. Positiv hervorgehoben werden die Unterstützung durch direkte Vorgesetzte bei der beruflichen Entwicklung, die Möglichkeit, von Kolleg:innen zu lernen, sowie ein gewisses Zeitkontingent für Weiterbildung.
Die kritischen Stimmen überwiegen jedoch deutlich. Viele Nutzer:innen bemängeln fehlende Transparenz beim Karriererahmen und unklare Erwartungen an Beförderungen. Beförderungen finden laut einigen Bewertungen kaum noch statt und wirken ungerecht verteilt, da persönliche Netzwerke offenbar eine größere Rolle spielen als Leistung. Jährliche Entwicklungspläne sollen für Leistungsbewertungen kaum relevant sein. Führungspositionen werden zunehmend extern besetzt, Reisen und Konferenzbesuche für reguläre Mitarbeiter:innen wurden gestrichen, und erfahrene Personen vermissen zielgerichtete Trainingsangebote. Einige Nutzer:innen sehen dadurch ein Gehaltsplateau als unvermeidlich.
647 Mitarbeiter:innen haben diesen Arbeitgeber mit durchschnittlich 4,5 Punkten auf einer Skala von 1 bis 5 bewertet.
Guter Arbeitgeber mit Kommunikationsproblemen in der Führungsebene.
3,4
Empfohlen
Ex-Angestellte/r oder Arbeiter/inHat bis 2026 im Bereich Forschung / Entwicklung bei Dynatrace Austria GmbH in Wien gearbeitet.
Arbeitsatmosphäre
Das office ist sehr schön und modern
Work-Life-Balance
Es gibt einzelne stressige phasen (ralleys,...) aber insgesamt wird eindeutig auf work life balance geachtet und es wird gefördert
Kollegenzusammenhalt
Die Kolleg:innen waren allesamt super. Das office und die Umgebung bietet auch möglichkeiten an zeit gemeinsam nach der Arbeit zu verbringen.
Vorgesetztenverhalten
Meine Direkten vorgesetzten waren sehr toll und empfehlenswert. Doch wie bereits bei "kommunikation" erwähnt ist die C-Level kommunikation phasenweise Katastrophal.
Kommunikation
die Kommunikation aus C-Level ist leider etwas schwierig. Mitarbeitende werden ignoriert, Entscheidungen werden getroffen auf einer unklaren Basis welche dann auch nicht klar kommuniziert wird. Gröbere Änderungen können nicht nachvollzogen werden.
Interessante Aufgaben
Das produkt an sich ist sehr interessant. Manche Dinge natürlich mehr als Andere. Das Produkt ist riesig, da kann man auch schnell mal wo landen, wo es nicht so spannend ist. Interne wechsel sind aber möglich und gerne gesehen.
Angestellte/r oder Arbeiter/inHat zum Zeitpunkt der Bewertung bei Dynatrace Austria GmbH in Linz gearbeitet und diesen Arbeitgeber mehrfach bewertet. (Mitarbeiter:innen dürfen ihren Arbeitgeber einmal im Jahr bewerten.)
Arbeitsatmosphäre
Times are changing, and that's true across the whole IT industry really. The early 2020s were crazy good - hiring like there's no tomorrow, more budget than anyone knew what to do with, and perks on top of perks. Extra vacation days, Klimaticket, canteen, lunch money, free charging for your EV, buying your 3-year-old company laptop for almost nothing.. plus the cash bonus (from Senior 2 up), stock units for everyone vesting over 3 years, and the employee stock purchase program - essentially a 10% return every 6 months, hard to beat that. But that chapter is closed. Cash isn't free anymore, AI is turning everything upside down, and "AI" has become the one thing every company wants to pour money into. We have to adapt and look the inconvenient truth in the eye, that some things might be gone. What I don't get though is the doomer mentality that some people seem to be cultivating. I'd rather loose a perk than never having it in the first place. Also I'm definitely not here for the monthly free breakfast. I'm here because the work is great, the people are great, and I actually like being here. That's what matters to me.
Work-Life-Balance
perfect. i never had a unpaid hour of work in my life here. also you can go on days off on super short notice.
Karriere/Weiterbildung
i personally have the feeling that i'm quite well supported in my carrier track due to my lead.
Gehalt/Benefits
reasonable salary which gets really nice once you pack the stock bonus on top
Umwelt-/Sozialbewusstsein
as it's an IT company which is on NYSE i guess we're doing enough so nobody is mad at us...
Kollegenzusammenhalt
still awesome, also last minute requests from other departments are tried to be handled. most people really try everything to "make stuff work"
Kommunikation
it's a cooperation. love it or hate it. you won't change it.
Interessante Aufgaben
it's always cool when you see huge customers use stuff you built.
Image
Umgang mit älteren Kollegen
Vorgesetztenverhalten
Arbeitsbedingungen
Gleichberechtigung
1Hilfreichfindet das hilfreich4Zustimmenstimmen zuMeldenTeilen
Angestellte/r oder Arbeiter/inHat zum Zeitpunkt der Bewertung im Bereich Forschung / Entwicklung bei Dynatrace Austria in Linz gearbeitet.
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.
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Arbeitgeber-Kommentar
Employee Experience Team
Thanks for sharing your detailed feedback, and congrats on more than 10 years with us—we truly appreciate your commitment and having you on our team. We’re truly sorry to hear that recent changes and communication gaps have affected your experience. With the growth of our company comes change, but even necessary changes should never leave people feeling unsupported.
Your concerns about leadership and well-being matter deeply. Burnout and inappropriate behavior are serious issues, and we’re strengthening leadership training focused on empathy, accountability, and conflict management. We also continue to offer resources like free mental health consultations, employee resource groups, and paid Wellness Days to support well-being. Fairness in promotions and pay is a priority for us. Thank you again for your honesty. Your voice matters, and we’d appreciate the opportunity to learn more. Please feel free to reach out to us at employee.relations@dynatrace.com.
Dieser Kommentar bezieht sich auf eine frühere Version der Bewertung.
Mehrfachbewertung
It's a corporate. Hate it or love it.
2,5
Nicht empfohlen
Mehrfachbewertung
Angestellte/r oder Arbeiter/inHat zum Zeitpunkt der Bewertung bei Dynatrace Austria in Linz gearbeitet und diesen Arbeitgeber mehrfach bewertet. (Mitarbeiter:innen dürfen ihren Arbeitgeber einmal im Jahr bewerten.)
Verbesserungsvorschläge
We experience a culture split. A very competitive corporate one, in that achiever personalities drive vs. a still nerdy flexible one, with a different mindset. This leads to tensions, also representing the very different views here. Get it straight and clear on the company wide culture to succeed. Be very direct.
Arbeitsatmosphäre
All in all it is a corporate setup. Either like it or hate it. Processes and metrics rule the business, taking a lot of personality out of work. We rather present PPTs and invest heavily in preparation than actually just try out things. Recent layoffs brought fear into workforce that is pushing motivation down. Currently this is all argued by facts, which is fine from a business view. I hope that a more people focussed view will come back soon however.
Work-Life-Balance
Taking vacation is always possible. Currently there is a felt constant push however, leading to the fact that people also respond late and on weekends.
Karriere/Weiterbildung
Depends on the team again. No fixed budgets for trainings, getting to conferences got really hard. Udemy is fine, but Investment into training is minimal. Career depends a bit. Overall we see leadership positions more and more externally hired than internally developed. I assume it's strategy - to grow gain new experience.
Gehalt/Benefits
Used to be good. Unfortunately raises below Inflation are common, bonuses are cut.
Kollegenzusammenhalt
Depends on the team. Can be quite good, can be quite competitive .
Vorgesetztenverhalten
I miss leading personalities with a vision and personality. Focussed on messaging and the image, does feel very generic.
Arbeitsbedingungen
Again, very corporate. New tech and offices, but limited personality in it, all very clean.
Kommunikation
Unfortunately lacking. Important news are spreading across the floor before official communication is happening. Messaging is again very corporate.
Interessante Aufgaben
The product is very interesting. But, a good part of the day is following defined processes, prepare PowerPoints or find documents. Quite high boring overhead.
Image
Umwelt-/Sozialbewusstsein
Umgang mit älteren Kollegen
Gleichberechtigung
1Hilfreichfindet das hilfreich5Zustimmenstimmen zuMeldenTeilen
Angestellte/r oder Arbeiter/inHat zum Zeitpunkt der Bewertung im Bereich Forschung / Entwicklung bei Dynatrace Austria GmbH in Wien gearbeitet.
Arbeitsatmosphäre
Tolle Offices, angenehme Kollegen, alles andere grad katastrophal. Reorganisationen, Rollenstreichungen, Kündigungen.
Image
Nach außen weiterhin super, Newjoiner sind weiter begeistert, wir alten Hasen sehen wie es bröckelt.
Work-Life-Balance
War mal 5 Sterne, jetzt durch die Einführung von Rufbereitschaft und den generellen Stress weniger.
Karriere/Weiterbildung
Kann gut sein wenn man einen Vorgesetzten hat, der sich darum kümmert. Wenn nicht nur schwierig. Ab gewissen Levels ist ein Aufstieg nur mehr schwer möglich (Principal und höher). Da das Level aber auch durch das Gehaltsband das Maximalgehalt vorgibt stößt man irgendwann an eine gläserne Decke, die sich rein durch gute Arbeit nicht mehr durchbrechen lässt.
Gehalt/Benefits
Update: Der noch mehr gesunkene Aktienkurs hat die Lage nochmal deutlich verschärft, Gehlt nun mehr nicht wesentlich besser als bei vielene anderen Firmen. Es kam auch zu weiteren Streichungen bei den Sozialleistungen.
Hier geht es deutlich bergab. Vor allem in höheren Levels sind die RSU wesentlicher Bestandteil. Da sich der Aktienkurs leider sehr unvorteilhaft entwickelt hat sind die guten Gehälter leider weit nicht mehr so gut wie früher. Jährliche Anpassungen werden von einem Total Compensation Team festgelegt und sind nicht verhandelbar, friss oder stirb. Sozialleistungen werden gestrichen wie z.B. freie Halbtage zu Weihnachten und Neujahr. Das wird damit begründet, dass Sozialleistungen auf den ganzen Konzern vereinheitlicht werden. Wenn man dann aber nach Sozialleistungen fragt, die es in anderen Ländern gibt wie z.B. unlimitierte freie Tage (USA) oder gewisse Zusatzversicherungen, dann ist es wieder OK, dass es diese nur in gewissen Ländern gibt. Das ist von der Kommunikation einfach unehrlich. Man weiß das und schickt Zufriedenheitsumfragen (oder Best Places to Work) immer kurz vor Streichungen aus.
Umwelt-/Sozialbewusstsein
Man gibt sich sehr umweltbewusst aber das ist hauptsächlich Fassade.
Kollegenzusammenhalt
Ist etwas abhängig wo man genau arbeitet, generell jedoch super.
Vorgesetztenverhalten
Bis dahin wo es wesentlich ist (Solutionlevel) einwandfrei.
Kommunikation
Innerhalb der Teams und Solutions super, die interne Konzernkommunikation ist eine Katastrophe und von amerikanischem Neusprech dominiert.
Gleichberechtigung
Ich hatte hier Details geschrieben welche meine niedere Bewertung erklärt hätten. Diese wurden beeinsprucht und mussten deswegen entfernt werden.
Interessante Aufgaben
Die Aufgaben sind nicht ganz so spannend wie das Image, das nach außen transportiert wird. Man geht jetzt auch AI first d.h. als Softwareentwickler wird man hier über kurz oder lang nicht mehr glücklich und schon jetzt einfach austauschbar.
Umgang mit älteren Kollegen
Arbeitsbedingungen
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Arbeitgeber-Kommentar
Employee Experience Team
Thank you for sharing your feedback and for highlighting the positives, like the great team spirit—we’re happy to hear that this stands out to you. Regarding compensation and benefits, our goal is to keep things fair and competitive. We do not tolerate any form of inequality or discrimination in pay. To make growth and rewards even more transparent, we’ve introduced our global career framework, which outlines clear paths and criteria for progression. Our total rewards approach goes beyond salary, offering benefits that support health, well-being, financial security, and personal development. While these programs are designed to help you thrive, we understand they don’t replace the importance of feeling seen and fairly compensated.
If you ever feel something isn’t fair or doesn’t align with our values, please don’t hesitate to reach out to your lead or email us at employee.relations@dynatrace.com—we’re here to listen and support. Your feedback matters, and we’ll continue working to make Dynatrace a place where everyone feels valued and rewarded.
Dieser Kommentar bezieht sich auf eine frühere Version der Bewertung.
Great company to work for
4,2
Empfohlen
Angestellte/r oder Arbeiter/inHat zum Zeitpunkt der Bewertung bei Dynatrace Austria GmbH in Linz gearbeitet.
Arbeitsatmosphäre
The working atmosphere has consistently been positive. Willingness to help, and the overall friendliness of people truly stand out. While there have been many changes over the years and this can sometimes be felt in the atmosphere, this is quite normal in an IT environment.
Work-Life-Balance
Work–life balance is supported by a high degree of flexibility. Starting earlier or leaving earlier is generally not an issue as long as work is completed. In addition to the standard five weeks of vacation common in Austria, we currently receive four wellness days per year. Overtime can be accumulated and taken as compensatory leave, and options such as unpaid leave are also available. Overall, there is a strong level of trust and flexibility when it comes to managing working time.
Karriere/Weiterbildung
There's always opportunities to learn from other colleagues.
Gehalt/Benefits
Salary development has been fair and consistent, with regular increases over time. In addition, the benefits package is strong and includes a fully paid Climate Ticket as well as various shopping discounts. I am aware that higher salaries can often be achieved by frequently changing companies. However, I’ve also learned that the grass is not always greener on the other side. While I could likely earn more elsewhere, the overall environment, culture, and people are what ultimately make me stay.
Kollegenzusammenhalt
The sense of cohesion among colleagues is one of the company’s greatest strengths. There is a high level of trust, support, and mutual respect, and people are always willing to help each other out. This creates a collaborative environment where challenges are tackled together.
Vorgesetztenverhalten
My direct manager is extremely supportive and trustworthy, and I can always speak very openly. I feel comfortable addressing concerns, sharing ideas, or offering my perspective, knowing that it will be taken seriously. I am aware that management styles can vary and that I am in a fortunate position, but overall I have consistently felt heard when engaging with both middle management and executive leadership.
Kommunikation
Communication is always a challenge in any growing organization, and change‑management communication is an area where we still have room to improve. Finding the right balance between involving employees early enough to gather meaningful input and moving forward with necessary business decisions can be difficult. While this challenge is acknowledged internally, further strengthening transparency and feedback loops during times of change would significantly enhance the overall employee experience. I’m confident that with continued awareness and commitment, this can develop in a very positive direction.
Gleichberechtigung
I believe that everyone is treated equally, regardless of age, background, or gender. A great example of this commitment is the new childcare facility in Linz, which offers parents a high level of flexibility and meaningful support in balancing work and family life. The internationals program for attracting internationals but also supporting them in relocation and going a step further by supporting them in every aspect of their life is something very outstanding.
Interessante Aufgaben
Tasks in each area remain consistently interesting, but they also require active engagement from each individual. My responsibilities have changed several times over the years, sometimes initiated by leadership, and sometimes driven by my own initiative, such as proposing projects or taking on new topics. I believe everyone is also responsible for actively seeking out new challenges, deciding which opportunities to take on or decline, and bringing forward suggestions that align with their strengths and interests.
Thanks for taking the time to share such a detailed and positive perspective. We’re happy to read that the team atmosphere, trust, and flexibility consistently make a difference in your day‑to‑day work, and that collaboration and support stand out so strongly for you. Your reflections on learning, leadership, and how change is experienced are much appreciated, and we value you sharing your perspective so openly.
From Passion to Frustration
3,2
Nicht empfohlen
Angestellte/r oder Arbeiter/inHat zum Zeitpunkt der Bewertung im Bereich Forschung / Entwicklung bei Dynatrace Austria GmbH in Klagenfurt gearbeitet.
Arbeitsatmosphäre
To me it seemed very good until 2026, followed by a downward trend. Passion, purpose, and motivation gave way to frustration, sadness, and sometimes even anger. From what I hear from random conversations, many colleagues seem to be considering their options.
Image
I feel like the company likes to portrait it as a sunny rainbow land in the clouds, which to me feel like a lot of words but little action.
Karriere/Weiterbildung
There is time and there are resources to elevate your skills.
Vorgesetztenverhalten
I'd say most middle management is very reasonable and communication is a two-way street, met with respect and eye-to-eye. But I also think that some people got promoted into positions for which they might not have the necessary competency and skills. As far as I can tell, this leads to substantial friction and insecurity.
Kommunikation
I think Executive-level communication does not really exist, missing the mark, and seems to lack empathy. Middle management and on-the-ground employees are doing the best they can.
Work-Life-Balance
Gehalt/Benefits
Umwelt-/Sozialbewusstsein
Kollegenzusammenhalt
Umgang mit älteren Kollegen
Arbeitsbedingungen
Gleichberechtigung
Interessante Aufgaben
2Hilfreichfinden das hilfreich8Zustimmenstimmen zuMeldenTeilen
Arbeitgeber-Kommentar
Employee Experience Team
Thank you for sharing this thoughtful perspective. We hear how your experience evolved over time and recognize how challenging that can feel. The reflections on communication, leadership alignment, and how change shows up in day-to-day work matter. Feedback like this is shared internally and helps shape ongoing conversations with leadership. We appreciate the openness and the time taken to share this experience.
Once upon a time it was a great company
3,6
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Angestellte/r oder Arbeiter/inHat zum Zeitpunkt der Bewertung im Bereich Forschung / Entwicklung bei Dynatrace Austria GmbH in Linz gearbeitet.
Arbeitsatmosphäre
Like previous comments here said, because of all the org changes that absolutely does not make any sense to anybody the working atmosphere is getting worse and worse. There is also the AI-First policy where they force AI in everything does not help
Image
External I would say good internal pretty bad
Work-Life-Balance
Still great
Karriere/Weiterbildung
There is no budget for anything
Gehalt/Benefits
Compared to other IT companies in Linz I would say it is pretty good but don't expect any big raises even if you performance is on point
Kollegenzusammenhalt
Team Spirit was always great and still is even with all the mess going on
Vorgesetztenverhalten
With management not so good. In my opinion some people should never got the management position. Some got it just because they are many years at the company
Kommunikation
Upper - middle management communication was never good but now it reached a new low. They also don't want any "negative" comments about changes. You just need to accepted like your opinion does not matter
Interessante Aufgaben
There is always something interesting to do. Forcing AI makes the job sometimes frustrating
Umwelt-/Sozialbewusstsein
Umgang mit älteren Kollegen
Arbeitsbedingungen
Gleichberechtigung
2Hilfreichfinden das hilfreich12Zustimmenstimmen zuMeldenTeilen
Arbeitgeber-Kommentar
Employee Experience Team
Thank you for sharing your experience and perspective. We appreciate the positive feedback on team spirit, work‑life balance, and the work itself, and we also understand how challenging ongoing changes and communication can feel over time. These perspectives matter and are part of ongoing leadership discussions as we navigate change.
Basierend auf 839 Erfahrungen von aktuellen und ehemaligen Mitarbeiter:innen wird Dynatrace Austria durchschnittlich mit 4,5 von 5 Punkten bewertet. Dieser Wert liegt über dem Durchschnitt der Branche IT (4 Punkte). 74% der Bewertenden würden Dynatrace Austria als Arbeitgeber weiterempfehlen.
Ausgehend von 839 Bewertungen gefallen die Faktoren Umgang mit älteren Kollegen, Image und Kollegenzusammenhalt den Mitarbeiter:innen am besten an dem Unternehmen.
Neben positivem Feedback haben Mitarbeiter:innen auch Verbesserungsvorschläge für den Arbeitgeber. Ausgehend von 839 Bewertungen sind Mitarbeiter:innen der Meinung, dass sich Dynatrace Austria als Arbeitgeber vor allem im Bereich Kommunikation noch verbessern kann.
