Ihr Unternehmen?
Basierend auf Daten aus 35 Bewertungen schätzen Mitarbeiter:innen bei Lindenhofgruppe die Unternehmenskultur als eher modern ein, was weitgehend mit dem Branchendurchschnitt übereinstimmt. Die Zufriedenheit mit der Unternehmenskultur beträgt 3,1 Punkte auf einer Skala von 1 bis 5 basierend auf 56 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.
35 User:innen haben eine Kulturbewertung abgegeben. Diese Faktoren wurden am häufigsten ausgewählt, um die Unternehmenskultur zu beschreiben.
Umgang miteinanderModern
Work-Life BalanceTraditionell
Strategische RichtungModern
Umgang miteinanderModern
Work-Life BalanceTraditionell
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Communication was poor and non-transparent. Information was often missing, delayed or contradictory, creating confusion, insecurity and additional stress. The supervision provided did not include sufficient subject-matter expertise related to the project, which led to inefficient guidance and a significant loss of time for my academic work.
Team spirit was absent. While a few colleagues showed goodwill, the overall culture discouraged collaboration, openness and trust. I experienced strong isolation in my role. Leadership at the research department level was ineffective in addressing or resolving tense situations. Conflict management relied mainly on symbolic actions, such as informal coffee breaks, rather than concrete measures to restore trust, structure and stability within the team.
The absence of basic IT support and access to essential tools forced me to work extensively on my personal computer outside working hours, accumulating several hundred hours of unpaid effort. This severely impacted my work-life balance, while chronic overload and burnout risks were treated as normal.
Leadership behavior was a major issue. Support, accountability and constructive feedback were largely absent. Difficult situations were minimized or ignored rather than actively addressed. Ideas, proposals and project contributions were repeatedly shared but not meaningfully considered or followed up.
My contract was ended abruptly without clear or transparent explanation.
The tasks were largely repetitive and of limited added value due to rigid and outdated methodological approaches imposed on the projects, which significantly reduced efficiency and innovation.
At the same time, the project itself had strong potential and clear scientific relevance. However, the absence of expertise of my supervisor, the complicated working environment and the lack of institutional support made it impossible to conduct sustainable, meaningful and impactful work.
Throughout my time there, I fully met my responsibilities and invested a substantial personal and professional commitment, including sacrificing external opportunities and funding, developing several fully functional software tools, securing partnerships, and preparing all required study protocols independently.
Despite these efforts and contributions, my contract was terminated without any reason stated in the termination letter.
The work atmosphere was extremely tense and psychologically harmful. Constant pressure, fear of speaking openly and emotional exhaustion were part of daily work. Signs of distress were ignored and there was no sense of psychological safety. Team meetings and breaks were consistently conducted in German, despite all team members being fluent in English, which further limited inclusion, participation and effective collaboration.