When Leadership Fails
Gut am Arbeitgeber finde ich
the benefits
Schlecht am Arbeitgeber finde ich
Former employees have already pointed out that people often feel undervalued at Eversports — and I can confirm that this perception is not unfounded. At times, it seemed as though the product and financial outcomes were prioritized far above the well‑being and development of the people who actually keep the company running.
Performance management also felt inconsistent and, at times, predetermined. Once someone appeared to fall out of favor, it became extremely difficult for them to recover, regardless of their actual contributions or how positively colleagues viewed their work. I witnessed talented employees delivering strong results yet still being pushed out through a series of formal steps that felt more procedural than fair.
A more balanced and transparent evaluation process — one that includes input from multiple colleagues and not just a single leader — would help ensure a more accurate and objective understanding of an employee’s performance.
One thing is certain: the way I was treated did not only damage my self-esteem, it also damages Eversports reputation. (Ex-)Employees TALK about their experiences, and these stories shape how Eversports is perceived externally.
My experience after leaving made the contrast even clearer. In my current role, I work with a leader who values and recognizes the efforts of their team, and the difference in motivation, confidence, and overall well‑being is enormous.
A company’s culture is reflected in how employees feel before the workweek begins. At Eversports, Sunday evenings often came with stress and anxiety. Today, I start my weeks with energy and a positive mindset — a reminder of how much a healthy environment and supportive leadership truly matter.
Verbesserungsvorschläge
The company would benefit from paying much closer attention to its culture and to how employees are treated. When people feel intimidated or unsupported by their leaders, they cannot perform at their best. Instead of working with confidence and motivation, they end up operating in a constant state of pressure and self‑protection — which is neither healthy nor productive.
Leadership selection also needs more scrutiny. It is essential that individuals placed in leadership roles have the skills to guide, support, and empower their teams. HR should ensure that leaders receive proper training and development — or, ideally, prioritize hiring leaders who already demonstrate strong interpersonal and people‑management abilities.
Arbeitsatmosphäre
It took me a very long time to finally feel ready to write this review. Despite having great coworkers, the overall working atmosphere became unbearable because of fundamental issues in its leadership culture. Although many employees are dedicated and supportive, the overall work environment was heavily impacted by inconsistent communication, a lack of respect, and unprofessional leadership behavior.
Concerns about specific leadership conduct were raised multiple times, yet there was little meaningful follow‑up or visible action. This created the clear impression that problematic behavior at the leadership level is tolerated, even when it harms team morale and productivity.
Umgang mit älteren Kollegen
there are no older colleagues...
Vorgesetztenverhalten
Strong technical skills cannot compensate for missing interpersonal and leadership competencies. This imbalance was noticeable on a daily basis and contributed to frustration, instability, and avoidable employee turnover.
If Eversports wants to retain talent and build a healthy work environment, it needs to take employee feedback seriously, hold leaders accountable, and invest in developing a leadership culture that prioritizes respect and collaboration. Without real change, the same issues will continue to repeat themselves.
Gleichberechtigung
The top management team is currently quite homogeneous in terms of gender, age, and background. This lack of diversity limits the range of perspectives represented at the decision‑making level and contributes to blind spots in understanding employee needs. Increasing the presence of women and generally broadening diversity would be an important step toward a more modern and inclusive company culture.
I also had the impression that personal relationships may influence leadership decisions. At times, certain leaders appeared to have unusually close ties to executive management, which raised concerns about transparency, fairness, and objectivity in how decisions were made. Clearer boundaries and more structured decision‑making processes would help strengthen trust across the organization.
Interessante Aufgaben
Responsibilities were frequently shifted without clear reasoning, often moving away from areas where I had proven strengths or relevant experience. Despite consistently adapting and giving my best, the expectations felt unclear and constantly changing. Feedback was predominantly negative, even when the effort, commitment, and results were solid. Over time, this created an environment where it felt nearly impossible to meet expectations, and it ultimately led to my departure.