A Once-Great Culture Undermined by Poor Management
Verbesserungsvorschläge
Ifolor has talented and dedicated people, but recent management practices have weakened trust and motivation. To rebuild a healthy culture, focus on transparency, fairness, and recognition.
- Communicate openly and consistently, especially during reorganizations.
- Treat all employees equally, regardless of language or proximity to management.
- Encourage collaboration between experienced and new colleagues instead of resistance to change.
- Recognize extra effort with fair compensation and career growth to prevent burnout.
- Restore team spirit through small cultural perks and consistent follow-through on sustainability initiatives.
Arbeitsatmosphäre
The work environment was initially enjoyable and pleasant until the end of 2024 when management changed. Starting in 2025, tensions arose between senior management and regular employees. Micromanagement became rampant and was even encouraged. Suddenly, challenging decisions was discouraged, and it felt like we were merely executing orders.
Image
In general Ifolor has good brand awareness and company image, it's just really bad what's going on in recent years.
Work-Life-Balance
Work-life balance and overall experience have noticeably declined compared to before. In 2024, we were able to work fully from home, which offered great flexibility and efficiency. However, with the arrival of new management, policies changed to require two days in the office. This meant many employees had to travel to Kreuzlingen when the Zurich office was closed. Some coworkers had to accept this arrangement without any travel reimbursement, making the experience less convenient and more stressful than it used to be.
Karriere/Weiterbildung
When I first started working there, many things were promised to me. In the end, I just ended up with more responsibilities, no increase in compensation or changes to my contract, and eventually reached the point of burnout.
Gehalt/Benefits
Salaries are on lower end of spectrum
Umwelt-/Sozialbewusstsein
A few environmental and sustainability initiatives were started, but none of them were ever completed. There were projects focused on using sustainable colors and papers, but overall, many products ended up being offshored instead.
Kollegenzusammenhalt
The main reason I stayed as long as I did was because of the people. They made the experience genuinely enjoyable. Although most of them are no longer there, the collegial and supportive environment was the strongest part of working at ifolor. My colleagues were always willing to help, and management was also supportive, fostering a positive and approachable atmosphere. We often organized get-togethers and offsites that strengthened our team spirit and made the workplace feel like a community.
Umgang mit älteren Kollegen
Older colleagues who have been with the company for over 10 years are often not very helpful and tend to believe their way is the only right way to do things. In addition, there are employees who struggle to accept new hires and show clear frustration when being moved to different teams or having their roles downgraded, which creates tension and an unwelcoming atmosphere for newcomers.
Vorgesetztenverhalten
Top management behavior is generally poor and lacks transparency. They show no respect, often smiling and claiming that everything is fine, only to turn around and fire nine employees the next day.
Arbeitsbedingungen
At the Zurich office, which has since been closed, we used to have an open-space setup with a free-seating policy, free drinks, and regular aperos. There was also FelFel, with meals partially subsidized by the company, and even barista-style coffee. I’m not sure if similar benefits are still available in the Kreuzlingen office today.
Kommunikation
Again, with new management, every piece of information was kept hidden from employees. They were only informed of sudden changes. If your position was affected, it was announced in the most unethical manner possible. Many people were laid off overnight without any prior notice. There were a few all-hands meetings where employees could ask questions, but the answers were superficial and sometimes even incorrect.
Gleichberechtigung
Treatment of employees varies greatly depending on the team and management. In recent months, it has become clear that the closer someone is to top management, and the more they agree with every decision, no matter how unreasonable or damaging to the business, the better they are treated. We’ve seen coworkers advance in their careers not because of their competence, but because of their willingness to say “yes” to everything. Additionally, German-speaking employees have often been favored over non-German speakers, with meetings sometimes held entirely in German despite the presence of colleagues who don’t understand the language.
Interessante Aufgaben
Long and unnecessary processes and procedures hinder creativity and competitiveness. Sometimes, it takes months or even a year to select a topic and begin working on it.
Depending on the team, the process can be hindered by the development team, which holds things back and refuses to develop them, or by product managers who lack belief in innovation, despite the data suggesting otherwise.
Arbeitgeber-Kommentar
Thank you for taking the time to share such detailed feedback from your time at ifolor.
Open and transparent communication is very important to us. We aim to share major changes and decisions clearly and in a timely manner—whether via email, Teams, or through our Executive Management in regular townhall meetings.
With regard to compensation, we would like to add some context: salary adjustments have been implemented consistently in recent years and applied across all employees. We therefore see things differently when it comes to the perception that commitments were not fulfilled, while recognizing that individual experiences may vary.
We also see our remote work model as a clear strength. Currently, employees can work up to 60% from home, increased from 50% previously. Supporting greater flexibility and work-life balance.
At the same time, we continue to invest in developing our leadership culture, with a strong focus on communication and handling challenging situations. In recent years, we have therefore established regular, transparent communication channels from the management team, including town hall meetings and company-wide updates. We recognize that effective communication must be evident in our day-to-day operations, and we are continuously working to further improve in this area.
We are pleased that you experienced strong team spirit and supportive colleagues, as this remains an important part of our culture.
Thank you again for your openness. We wish you all the best for your future, both personally and professionally.
Best regards,
Your ifolor Team