Rather not
Gut am Arbeitgeber finde ich
Great products, target group, brand image, possibilities to market, large budgets, central office in the heart of Zurich, beautiful office space, free coffee and soft drinks, Fel Fel, hybrid work model.
Schlecht am Arbeitgeber finde ich
Micromanagement and lack of trust in employees. Insufficient appreciation and unclear internal communication. Feedback processes and role definitions are vague. Benefits are underwhelming. Future-oriented projects are often hindered by IT and tech.
Verbesserungsvorschläge
Improve internal communication across all levels.
Reassess and strengthen the hiring process for C-level roles to ensure long-term fit and leadership stability.
Foster a culture of trust by empowering employees to own their responsibilities, while providing guidance and coaching rather than micromanagement.
Establish clear and structured HR processes, from onboarding through to offboarding. Show genuine interest in employee feedback – it’s a valuable opportunity to learn, improve, and strengthen the organisation from within.
Develop consistent, long-term strategies that remain flexible enough to adapt to market changes, but still provide a clear and coherent direction.
Invest meaningfully in company culture. When a significant number of employees fall ill within a short period, take it seriously: ask questions, listen, and offer support.
Where feasible, establish transparent career development paths—even within the limitations of a mid-sized organisation.
Arbeitsatmosphäre
When I first joined, the ways of working and collaboration across teams were excellent. However, over the past couple of years, things have deteriorated significantly. This was largely due to increased micromanagement at the C-level, internal politics, and a lack of clear communication and constructive feedback. Structural changes were implemented without prior communication, leaving teams unprepared. Established processes were frequently questioned, and improvement initiatives were often launched by individuals with limited experience—only to be left incomplete or abandoned entirely. This, topped with unclear definition of many roles.
Image
Poor.
Work-Life-Balance
Hybrid work model and possibility to work remotely are great.
Karriere/Weiterbildung
Okay. But the selection process needs rework as some people are getting support more than once in a short period of time and others not at all.
Gehalt/Benefits
The pay is good, the benefits were very, very poor until a few months ago. These have now been adjusted.
Umwelt-/Sozialbewusstsein
Considering the company works with chemicals and paper, more could be done.
Kollegenzusammenhalt
Sadly we've seen many of our peers burn out or leave for the sake of their health. However colleagues always tried to help each other out.
Umgang mit älteren Kollegen
I'd say okay.
Vorgesetztenverhalten
Depending on who you report to...
Arbeitsbedingungen
Okay
Kommunikation
There were brief periods of improvement, but overall, communication has remained inconsistent. While there have been efforts from management to adopt a more open approach, these have yet to result in lasting or meaningful change.
Gleichberechtigung
I'd say okay.
Interessante Aufgaben
The company and its products are excellent, with great potential to further enhance the user experience—particularly in the product creation journey. Unfortunately, despite several attempts over the years, the tech division—frequently restructured and subject to ongoing changes in personnel—has struggled to deliver meaningful progress on new apps, software, or AI-driven solutions. As a result, much of the pressure has fallen disproportionately on the marketing and performance teams. Meanwhile, it’s been common to hear tech colleagues express frustration over a lack of engaging work and prolonged delays in project initiation.
Arbeitgeber-Kommentar
First of all: thank you very much for your honest feedback – we truly appreciate it.
We’re truly sorry to hear that you experienced your time at ifolor in this way. Your feedback clearly highlights areas where we, as an employer, have room for improvement – and that’s exactly why input like yours is so important and valuable to us.
Many of the points you raised – especially around communication, leadership behavior, and role clarity – are currently receiving a great deal of attention. As a company, we’re in the midst of a profound transformation that naturally brings many changes. We recognize that this can cause uncertainty or frustration, and we take that seriously.
In the area of leadership, we’re actively working on initiatives that aim to train and develop our leaders.
Also, communication has been identified as a key challenge. In response, we’ve introduced regular, transparent updates from the management team over the past months – including Townhalls and email updates for all employees. We’re aware that good communication must be felt in day-to-day life, not just look good on paper – and we are committed to continuing this work.
As for workload, role distribution, and project management: here, too, we know that we need to improve. First steps have been taken to create clearer structures and better allocate resources, but it will take time and ongoing adjustments to truly make a lasting difference.
Despite everything, we sincerely thank you for your openness and wish you all the very best for your future – both professionally and personally.
Best regards,
Your ifolor Team