4 Bewertungen von Mitarbeiter:innenkununu Prüfprozess
kununu Prüfprozess
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4 Mitarbeiter:innen haben diesen Arbeitgeber mit durchschnittlich 3,3 Punkten auf einer Skala von 1 bis 5 bewertet.
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4 Bewertungen von Mitarbeiter:innen
Potential, but poor leadership and lack of structure
Ex-Angestellte/r oder Arbeiter/inHat bis 2025 im Bereich Vertrieb / Verkauf in Cham ZG gearbeitet.
Gut am Arbeitgeber finde ich
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.
Schlecht am Arbeitgeber finde ich
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.
Verbesserungsvorschläge
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 and conflicts are addressed in a professional manner.
Arbeitsatmosphäre
From my personal experience, the work atmosphere was difficult and stressful for a prolonged period of time. There was a lack of clear structures, transparent information, and stable leadership. Important information from the headquarters was sometimes missing or delayed, while at the same time there was little guidance or support from local leadership.
As the team continued to grow, clear structures and leadership would have been particularly important. Instead, the daily work environment became characterized by uncertainty and ongoing pressure.
I also repeatedly had the impression that conflicts and tensions within the team were not handled in a professional manner. In this environment, dynamics occasionally developed that I personally perceived as mobbing-like. Overall, I experienced the work atmosphere as very unpleasant and ultimately quite draining.
Kollegenzusammenhalt
Team spirit varied. Some colleagues supported each other, but in my view the overall team cohesion suffered from the tense working atmosphere, the lack of structure, and the difficult communication.
In an environment with a high level of uncertainty and little clear leadership, it becomes difficult to build stable and long-term team cohesion.
Vorgesetztenverhalten
My overall impression of leadership was very critical. In my view, the direct manager often showed a clear avoidance strategy when dealing with problems, conflicts, or difficult situations. Many topics seemed to be avoided or postponed rather than addressed and resolved proactively.
As a result, the team frequently lacked clear leadership and direction in day-to-day work. Decisions, structure, and clear priorities were, in my experience, not sufficiently provided. Overall, I had the impression that essential leadership and interpersonal skills were limited.
In more than 20 years of professional experience, I personally have not encountered leadership that I perceived as this weak. Especially in a growing team, clear, competent, and present leadership would have been essential.
Kommunikation
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.
Interessante Aufgaben
The tasks themselves were very interesting. The product, the customer requirements, and the professional challenges create a potentially engaging and stimulating work environment.
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Work-Life-Balance
Karriere/Weiterbildung
Umgang mit älteren Kollegen
Arbeitsbedingungen
Gehalt/Benefits
Gleichberechtigung
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Overall, a really great company
Ex-Angestellte/r oder Arbeiter/inHat zum Zeitpunkt der Bewertung nicht mehr im Bereich Vertrieb / Verkauf in Cham ZG gearbeitet.
Gut am Arbeitgeber finde ich
Team, Offices, Events, Work-Life-Balance.
Schlecht am Arbeitgeber finde ich
Communication with the Copenhagen Office, unless (and not even sure) you're at management level.
Verbesserungsvorschläge
More transparency regarding promotions and career goals is needed. Personal growth for each employee largely depends on self-discipline and initiative.
Arbeitsatmosphäre
The team is proactive, helpful, and always willing to help out.
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Typical Danish culture, there is a focus on work-life balance and collaboration.
Work-Life-Balance
There are fixed working hours as well as flexible working time options.
Of course, overtime can occur, but it is not expected.
Karriere/Weiterbildung
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.
Gehalt/Benefits
Salaries are high with the possibility of an annual adjustment.
However, since no numbers are measured, it is difficult to justify the salary increase.
Umwelt-/Sozialbewusstsein
Employees around the world are flown to Copenhagen every quarter for company meetings and once a year Bonus Trip. Although economy travel and light packing are promoted, it is debatable for a company with over 800 people.
Kollegenzusammenhalt
Excellent team spirit with many organized team events.
Umgang mit älteren Kollegen
Always respectful, though everyone is generally very cohesive.
Vorgesetztenverhalten
Management participate in leadership training to ensure they can guide and support the team effectively.
Arbeitsbedingungen
Overall, the work environment and workplace are comfortable, professional and modern.
Kommunikation
Within the Swiss team, things work well. However, communication with the headquarters in Copenhagen is very difficult unless you are at management level.
Gleichberechtigung
Nothing negative to mention. Equal opportunities for women and men.
(Only regarding positions; no information can be provided about salaries.)
Interessante Aufgaben
The work is interesting and diverse, but it requires a strong sense of initiative and proactivity.
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Strong product, but fear-driven leadership and top-down control from Copenhagen – very challenging environment
Ex-Angestellte/r oder Arbeiter/inHat zum Zeitpunkt der Bewertung nicht mehr für dieses Unternehmen in Cham ZG gearbeitet.
Gut am Arbeitgeber finde ich
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, in theory, offer great opportunities to grow and exchange ideas across markets. The foundation for an innovative, successful environment is there — it’s just not being used effectively.
Schlecht am Arbeitgeber finde ich
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 than on supporting or guiding the team.
There are no clear goals, no bonus structures, and no accountability. This allows underperformers to do nothing while hard-working people burn out. Motivation and initiative are systematically discouraged.
The working conditions are chaotic, noisy, and inefficient — around 80% of daily work feels meaningless. Despite a strong product, the organization wastes its potential through poor management, fear culture, and a complete lack of strategy or support.
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 ideas constructively. Address problems instead of ignoring them. Tackle and resolve mobbing issues proactively. Encourage development, provide perspective and guidance, and listen to employees. Build a culture based on support, growth and respect — not fear and control.
It is possible that things could improve in the future if leadership in Switzerland changes or becomes more independent. The current management structure has created much of the fear and dysfunction, but whether a new setup would truly fix the underlying cultural problems — still driven from Copenhagen — remains uncertain.
Arbeitsatmosphäre
The general atmosphere is tense, fear-driven and exhausting. Employees work under constant pressure without real support or leadership. Trust is non-existent. Speaking up or providing honest feedback is discouraged and often punished indirectly.
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Externally, Dalux presents itself as a modern, fast-growing and innovative tech company — polished marketing, great social media presence, and a strong product.
Internally, however, it’s chaos, fear and constant pressure. The company cares more about looking successful than actually being a good place to work. The main goal seems to be to show growth in employee numbers and revenue, not real quality or culture. A lot of show, very little substance.
Work-Life-Balance
The working conditions are terrible. Pure top-down structure, no support, constant noise and chaos. Roughly 80% of the work feels meaningless and inefficient — but no one cares because the product sells itself. Home-office officially not allowed, reduction of workload not allowed, even if you have children!
Karriere/Weiterbildung
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.
Gehalt/Benefits
The salary is higher than in most engineering roles, but that’s where it ends. There are no bonuses, no social or family benefits, and unclear public holiday rules. There are also no measurable goals or performance-based rewards — meaning unmotivated employees can underperform without consequence, while others carry an excessive workload. The seemingly good pay is just compensation for the lack of everything else.
Every employee must also sign a strict non-compete clause, which limits future job opportunities in the industry — highly questionable given the absence of genuine benefits or career development. Home office not allowed, reduced workload not allowed, 100% is a must, even if you have children etc
Umwelt-/Sozialbewusstsein
Externally, the company promotes a strong image of sustainability and modern values. In reality, there is little awareness of genuine environmental or social responsibility. Employees are flown to Copenhagen around three times a year for company events — which raises legitimate questions about whether this is truly sustainable or even necessary. The focus remains on appearances rather than meaningful action or real employee well-being.
Kollegenzusammenhalt
On the surface, everyone seems friendly and easy-going — a casual, “cool” atmosphere where people get along. But that’s just the ice above the water. Beneath the surface, tensions, gossip and exclusion are widespread. With no functioning leadership or HR, conflicts are ignored or denied. Mobbing is tolerated, and many employees don’t trust HR, knowing that speaking up leads to no change. What looks like teamwork from the outside is, in reality, a divided and insecure environment.
Umgang mit älteren Kollegen
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.
Vorgesetztenverhalten
Leadership is focused upward, not on supporting the team. Almost every directive comes directly from Copenhagen. The leadership style is self-serving — decisions are made to protect personal image and please headquarters, not to empower or develop people. Leadership structures in the DACH region often lack clear strategy, emotional intelligence and effective guidance. Onboarding exists, but it quickly turns into intense pressure and unrealistic revenue goals. There are no clear targets or structured goals. As a result, performance doesn’t matter — high performers burn out while underperformers remain unnoticed and unaccountable. Employees who no longer fit the preferred narrative — or who are seen as a threat — are quietly dismissed without honest feedback or discussion. Instead of constructive dialogue, terminations are used to eliminate “problems.” Transparency and respect are missing, replaced by fear and politics.
At times, it’s questionable whether certain internal decisions and management actions align with fair or compliant practices.
It’s hard to understand how headquarters in Copenhagen can remain so blind to the situation in Switzerland — or perhaps chooses not to see it.
Arbeitsbedingungen
The working conditions are terrible. It’s a pure top-down environment with zero support, constant noise and chaos. Around 80% of the work feels completely pointless and inefficient, but nobody cares because the product itself is strong enough to sell. The company focuses on appearances — showcasing growth and headcount to impress externally, while internally it’s confusion and exhaustion. Once you’re onboarded, you quickly realize you’re just a number on a spreadsheet. Management loves to show how many employees they have, but after the contract is signed, interest in people disappears. A lot of show, very little substance.
Kommunikation
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.
Gleichberechtigung
There is no structured approach to inclusion, equal opportunity or representation. Decisions often depend on personal loyalty and visibility towards Copenhagen rather than merit or competence. Different opinions or perspectives are rarely welcomed, and the work environment lacks psychological safety.
Interessante Aufgaben
The product and technology are truly outstanding. Customer projects can be exciting and rewarding. Unfortunately, this potential is wasted because of poor organization, lack of planning and short-term management thinking.
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Spannende Scale-up Firma in dänischem Familienunternehmen
FührungskraftHat zum Zeitpunkt der Bewertung im Bereich Vertrieb / Verkauf in Cham ZG gearbeitet.
Arbeitsatmosphäre
Image
Work-Life-Balance
Karriere/Weiterbildung
Gehalt/Benefits
Umwelt-/Sozialbewusstsein
Kollegenzusammenhalt
Umgang mit älteren Kollegen
Vorgesetztenverhalten
Arbeitsbedingungen
Kommunikation
Gleichberechtigung
Interessante Aufgaben
HilfreichHilfreich?ZustimmenZustimmen?MeldenTeilen
Fragen zu Bewertungen und Gehältern
- Basierend auf 4 Erfahrungen von aktuellen und ehemaligen Mitarbeiter:innen wird Dalux Switzerland durchschnittlich mit 3,3 von 5 Punkten bewertet. Dieser Wert liegt unter dem Durchschnitt der Branche Bau/Architektur (3,7 Punkte). 50% der Bewertenden würden Dalux Switzerland als Arbeitgeber weiterempfehlen.
- Ausgehend von 4 Bewertungen gefallen die Faktoren Umgang mit älteren Kollegen, Interessante Aufgaben und Gleichberechtigung den Mitarbeiter:innen am besten an dem Unternehmen.
- Neben positivem Feedback haben Mitarbeiter:innen auch Verbesserungsvorschläge für den Arbeitgeber. Ausgehend von 4 Bewertungen sind Mitarbeiter:innen der Meinung, dass sich Dalux Switzerland als Arbeitgeber vor allem im Bereich Kommunikation noch verbessern kann.