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Mitarbeiter:innen-Zufriedenheit
- 2,8Gehalt/Benefits
- 3,0Image
- 3,0Karriere/Weiterbildung
- 3,0Arbeitsatmosphäre
- 2,3Kommunikation
- 3,5Kollegenzusammenhalt
- 3,5Work-Life-Balance
- 2,8Vorgesetztenverhalten
- 4,3Interessante Aufgaben
- 3,3Arbeitsbedingungen
- 3,3Umwelt-/Sozialbewusstsein
- 4,0Gleichberechtigung
- 4,5Umgang mit älteren Kollegen
Seit 2025 haben 4 Mitarbeiter:innen diesen Arbeitgeber mit durchschnittlich 3,3 bewertet. Dieser Wert ist niedriger als der Durchschnitt der Branche Bau/Architektur (3,7).
Alle Mitarbeiter:innen-Bewertungen ansehenBenefits
Die folgenden Benefits wurden am häufigsten in den Bewertungen von 4 Mitarbeiter:innen bestätigt.
Diensthandy- Mitarbeiter-Events
- Flexible Arbeitszeiten
- Internetnutzung
- Gute Verkehrsanbindung
- Barrierefrei
- Betriebliche Altersvorsorge
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Was Mitarbeitende sagen
Was Mitarbeitende gut finden
The product and technology are truly outstanding — one of the best in the market. Many customer projects are exciting and demonstrate the potential that could exist if the organization and leadership were functional. The software practically sells itself, which is impressive in this industry.
Some colleagues are highly skilled, passionate, and a real pleasure to work with. There is genuine talent in the company, and collaboration with those people can be both inspiring and enriching.
The international scope could, ...
The product and the services offered are genuinely interesting and have strong potential from my perspective. The company operates in a field with engaging topics and demanding customer requirements, which can make the work professionally stimulating.
Team, Offices, Events, Work-Life-Balance.
Was Mitarbeitende schlecht finden
The atmosphere is fear-driven, political, and exhausting. Honest feedback is not welcome and often punished indirectly. Almost every decision comes from Copenhagen, with no local autonomy or transparency. Employees are frequently kept in the dark until decisions are already made. Thinking, speaking up, or challenging ideas is not wanted.
Underneath the friendly, “cool” surface lies tension, gossip, and exclusion. Conflicts are ignored, mobbing is tolerated, and HR fails to act. Leadership is focused on personal image and upward visibility rather ...
One challenge I experienced was that certain decisions appeared to be made centrally and implemented without sufficiently considering the local context or the specific conditions of the Swiss labor market.
In addition, I had the impression that important leadership and interpersonal skills were lacking at the management level. In a growing organization, strong, experienced, and present leadership would have been essential to create structure, guidance, and a healthy working culture.
Communication with the Copenhagen Office, unless (and not even sure) you're at management level.
Verbesserungsvorschläge
Build real trust in local teams and reduce micromanagement from Copenhagen
- Hire competent, emotionally intelligent leaders
- Professionalize HR and protect employees from fear-based management
- Establish clear structures, processes and transparent communication
- Allow remote and hybrid work models
- Stop using terminations as management tools
- Replace fear culture with accountability and real support
Additionally:
Adopt a true bottom-up culture with open, honest communication and real employee involvement. Allow people to think, to speak, and to challenge ...
In my view, one of the most important improvements would be to appoint leaders who demonstrate strong leadership and interpersonal skills. A leader should be able to work constructively with people, build strong teams, and provide employees with clear perspectives and guidance.
Clear strategies, structures, and responsibilities would also help create more stability in day-to-day work. In addition, establishing a constructive feedback culture could make a significant difference. Leaders should actively model respectful communication where topics can be discussed openly ...
More transparency regarding promotions and career goals is needed. Personal growth for each employee largely depends on self-discipline and initiative.
Bester und schlechtester Faktor
Am besten bewertet: Umgang mit älteren Kollegen
4,5
Der am besten bewertete Faktor von Dalux Switzerland ist Umgang mit älteren Kollegen mit 4,5 Punkten (basierend auf 2 Bewertungen).
No specific issues noticed. There doesn’t seem to be discrimination or visible tension regarding age. However, there is also no clear strategy for knowledge transfer or long-term inclusion — age simply doesn’t play a visible role in the company culture, for better or worse.
Always respectful, though everyone is generally very cohesive.
Am schlechtesten bewertet: Kommunikation
2,3
Der am schlechtesten bewertete Faktor von Dalux Switzerland ist Kommunikation mit 2,3 Punkten (basierend auf 3 Bewertungen).
Almost every decision is controlled from Copenhagen. There is no local autonomy, and information is shared very late, often at the last minute. Important topics are kept secret until employees are suddenly confronted with decisions that have already been made. There is no transparency, no involvement and no genuine dialogue. Opinions are ignored unless they help the manager maintain peace with headquarters — then suddenly everything is allowed. Communication is reactive, defensive and based on control rather than collaboration.
Overall, I experienced communication within the company as insufficiently structured and at times lacking transparency. Important information was not always communicated clearly or in a timely manner.
In everyday interactions, I often felt that a constructive and open communication culture was missing. Conflicts were not always addressed directly, which allowed tensions to build within the team. In such an environment, dynamics could emerge that some employees might perceive as mobbing.
Within the Swiss team, things work well. However, communication with the headquarters in Copenhagen is very difficult unless you are at management level.
Karriere und Weiterbildung
Karriere/Weiterbildung
3,0
Karriere/Weiterbildung wird mit durchschnittlich 3,0 Punkten bewertet (basierend auf 2 Bewertungen).
The company is managed through Copenhagen. Career opportunities are not transparent and there are no clear career paths or promotion goals since they don't track numbers.
There are no real career paths, no coaching, and no structured feedback. Promotions or opportunities don’t follow performance but politics and visibility. After onboarding, employees are left entirely on their own. There is no guidance, no mentoring and no personal development — only pressure to deliver more without direction. The company talks a lot about growth, but it refers to headcount, not people’s development. Real professional growth or long-term planning simply doesn’t exist.
Fragen zu Bewertungen und Gehältern
- Dalux Switzerland wird als Arbeitgeber von Mitarbeiter:innen und Bewerber:innen mit durchschnittlich 3,3 von 5 Punkten bewertet. In der Branche Bau/Architektur schneidet Dalux Switzerland schlechter ab als der Durchschnitt (3,7 Punkte). Basierend auf den Bewertungen der letzten 2 Jahre würden 50% der Mitarbeiter:innen und Bewerber:innen Dalux Switzerland als Arbeitgeber weiterempfehlen.
- Anhand von insgesamt 4 Bewertungen schätzen 25% ihr Gehalt und die Benefits als gut oder sehr gut ein.
- Basierend auf Daten aus 3 Kultur-Bewertungen betrachten die Mitarbeiter:innen die Unternehmenskultur bei Dalux Switzerland als eher traditionell.
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Basierend auf 1 Teilnehmer:in · letzte 4 Wochen
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1 Angabe · 1 Kommentar
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