Ihr Unternehmen?
Basierend auf Daten aus 3 Bewertungen schätzen Mitarbeiter:innen bei Dalux Switzerland die Unternehmenskultur als traditionell ein, während der Branchendurchschnitt leicht in Richtung modern geht. Die Zufriedenheit mit der Unternehmenskultur beträgt 3,3 Punkte auf einer Skala von 1 bis 5 basierend auf 4 Bewertungen.
Nutze deine Stimme und verrate uns, wie die Unternehmenskultur deines Arbeitgebers wirklich aussieht.
Die Unternehmenskultur kann in vier wichtige Dimensionen eingeteilt werden: Work-Life-Balance, Zusammenarbeit, Führung und strategische Ausrichtung. Jede dieser Dimensionen hat ihren eigenen Maßstab zwischen traditionell und modern.
3 User:innen haben eine Kulturbewertung abgegeben. Diese Faktoren wurden am häufigsten ausgewählt, um die Unternehmenskultur zu beschreiben.
Kundenorientiert handeln oder Eigene Aufgaben erledigen? Die Kultur dieses Unternehmens wurde leider noch nicht oft genug bewertet, um die meist gewählten Faktoren bestimmen zu können. Bewerte die Unternehmenskultur, indem du die passenden Faktoren auswählst.
FührungTraditionell
FührungTraditionell
FührungModern
FührungTraditionell
Strategische RichtungTraditionell
Hast du gewusst, dass es 6 Fragen zur Unternehmenskultur gibt, wenn du einen Arbeitgeber auf kununu bewertest? Hier sind die neuesten dieser Kommentare.
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.
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.
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.
The tasks themselves were very interesting. The product, the customer requirements, and the professional challenges create a potentially engaging and stimulating work environment.
The team is proactive, helpful, and always willing to help out.
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.