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kununu Prüfprozess
33 Mitarbeiter:innen haben diesen Arbeitgeber mit durchschnittlich 3,0 Punkten auf einer Skala von 1 bis 5 bewertet.
- Modern, beautiful office environment and strong brand appeal
- Many smart, motivated and friendly colleagues, particularly at junior and mid levels
- Fast-paced environment with opportunities to learn quickly
In my experience, there are major structural issues, which can be grouped into three areas:
1. Disconnect between external positioning and internal reality
2. Tension between growth ambitions, speed, and capacity
3. Leadership and communication
1. Disconnect between external positioning and internal reality
From my perspective, there is a large and growing gap between how the company is presented externally and what is experienced internally. This contributes to a sense of disconnection felt by employees, for example with all-hands or larger internal forums often feeling performative and out of touch with the actual employee experience.
The company places strong emphasis on “team spirit” and collaboration. While there is often genuine goodwill among colleagues, I experienced that this does not always hold under delivery pressure. For example, when timelines are tight, cross-functional alignment tends to break down and discussions can shift from problem-solving toward finger-pointing.
Similarly, while flexibility is part of Ons' stated employment model, in practice I found that high workload and shifting priorities can make it difficult for many employees to take holidays and switch off effectively.
Sustainability is also a core part of the external narrative. From my experience, there are instances where operational decisions do not fully align with this positioning.
2. Growth, speed, and capacity
The company is in a phase of rapid growth while also trying to establish a premium brand position, supposedly underpinned by excellent product quality and customer experience.
In practice, I experienced high tensions between these ambitious goals and the resources available to deliver them. This often results in high workload, frequent reprioritization, and execution volatility—where initiatives can move quickly between acceleration, delay, or cancellation.
Over time, this environment can be difficult to sustain for teams as it causes high levels of stress and can ultimately lead to burnout.
3. Leadership and communication
In my experience, upward feedback on scope, timelines and resources is limited. Even when constraints are recognized at working levels, those inputs sometimes fail to meaningfully influence planning outcomes.
Career progression can feel somewhat inconsistent and not always transparently linked to performance, with visibility and organizational proximity playing a role in some cases.
Additionally, organizational changes can happen quickly, and sometimes with limited predictability, which may contribute to a sense of instability for employees over time.
A lot of nice and talented colleagues.
Toxic work environment where you have to follow, not speak up and don't have personal boundaries.
Listen to your employees and openly discuss what's not working instead of just focussing on your story of being the most premium sportswear brand ever.
There is a lot of pressure to perform as the company is trying to keep up with their growth ambitions. Unfortunately this triggers a lot of burn out cases.
Internally the image the are projecting to their consumers has major cracks.
No respect for personal boundaries. It is kind of expected that you are always available.
They speak about environmental friendly innovations a lot. In reality there is a lot of air freight due to supply chain issues. Often times they ship their products in huge packages even if its just one pair of socks inside.
There are a lot of in person meetings with team members flying around the globe to attend.
The phase of fast internal growth opportunities is over with most corporate positions occupied. There is no plan yet how to tackle career development in a mature company stage.
Team spirit was once a big strength of the company but now there is a lot of back stabbing and finger pointing.
I think colleagues 50y plus don't really exist. At least they are not visible at all.
Most team leaders are not experienced in leading teams through massive structural changes and therefore just try to protect their own career development.
Leadership is cooking up constantly new strategy changes and structural changes without communicating how these will lead to more efficiency.
Salaries are standard and for the right positions above sportswear industry average. But no real benefits like additional retirement programs etc.
The company loves to show of their modern values but career wise you thrive if you belong to a small circle of people with the right connections to leadership. Minorities are not supported to climb up the corporate ladder.
Looking at the company from the outside you would expect highly interesting projects. In reality there are some glamorous projects everyone is looking at but your day to day work is mostly unsatisfying.
Flexible Arbeitszeiten, ein paar nette Produkt Benefits, Bezuschussung von Urban Sports Club
Arbeitszeit wird nicht getrackt und damit können Überstunden nicht ausgeglichen oder ausbezahlt werden. Maximaler Leistungsdruck und minimale Führung.
Einführung von Time Tracking der Arbeitszeit, besseren Schutz für Arbeitnehmer im Krankheits-und Kündigungsfall (Betriebsrat), bessere Karriereförderung bestehender Mitarbeiter
Gym
Die Middle Management weiterbilden
Wenn in einem Team viel Wechsel gibt - gucke auf den Manager
Nach aussen gute Image, der Marketing und Produktteam arbeitet aber hart dafür
200Fr im Jahr für Weiterbildung, woow sehr grosszügig
Die Löhne sind im unteren Band im Markt, die PK Beitrag am Gesetzminimum und sonst keine nennenswerte Benefits
Es gibt kaum ältere Kollegen, lieber junge und günstige
Weil die Firma zu schnell gewachsen ist, gibt es viele in Middle Management mit wenig Ahnung wie man führt
Die Büroräume
Die Personalverwaltung
Die geringe Anerkennung
Die wiederholten Entlassungen
Die Frustrationen, die durch schlechtes Management entstehen
Die mangelnde Unterstützung durch das HR-Team
Den Mitarbeiterinnen zuhören und die starken Gewinne teilen.
Sehr angenehm mit Personen auf der gleichen Ebene, schwierig mit Vorgesetzten
Es ist äußerst schwierig, länger als drei Jahre in diese Firma zu bleiben.
Chaotisch, Organisation und Struktur ändern sich ständig, Personal kommt und geht ohne Unterbrechung
zu alt = zu teuer, die Firma bevorzugt schlecht bezahlte junge Leute
Offiziell offen, in Wirklichkeit entweder du folgst oder du gehst
Die interne Kommunikation ist abgeschottet und zielt nur darauf ab, die Mitarbeiter in potenzielle Fans zu verwandeln.
Teamzusammenhalt
Bezahlung / Greenwashing
Bezahlungsstruktur anpassen
Inklusion zu Ende denken und entsprechend danach handeln
Nachhaltigkeit nicht als Image-Push verstehen sondern tatsächlich leben
Viel Schein, wenig sein. Es wird immer wieder kommuniziert, dass eine Work-Life-Balance wichtig ist. Die Zeit dafür hat man bei dem Chaos aber leider selten.
Auch nach zwei Jahren und mehreren Gesprächen über gewünschte Weiterentwicklung gab es keinerlei Unterstützung oder Aussicht auf entsprechende Karrieresprünge. Wechsel innerhalb der Company in andere Abteilungen ist selten.
Absolut unterdurchschnittliche Bezahlung trotz extremer Gewinne.
Auch hier viel Schein und wenig sein. Viel Innovation die in der Presse gut aussieht, trotzdem wird ständig zwischen Lagern auf verschiedenen Kontinenten hin und her geshipped um Fehlbestände auszugleichen. Mitarbeiter:innen reisen ständig mit dem Flugzeug auf Strecken, die auch easy mit dem Zug zu reisen sind.
Das Beste an On sind die Mitarbeiter:innen. Man wird schnell aufgenommen und bekommt das Gefühl Teil eines Teams zu sein.
Altersdurchschnitt lag 2023 bei 32 Jahren. Ältere Kolleg:innen (mit wertvoller Erfahrung) werden einfach nicht eingestellt.
Wenig Förderung, keine Anerkennung, fehlendes Leadership von direkten Vorgesetzten bis zum Management.
Company-interne Kommunikation funktioniert nicht und wird jedes Jahr auf‘s Neue auf der internen Umfrage kritisiert. Hyper-growth schön und gut, aber die Prozesse und Kommunikation waren nie skalierbar.
Wird viel getan um BiPoc zu unterstützen. Andere Gleichberechtigung/Inklusion wird außer Acht gelassen.
Monotone Aufgaben, obwohl sich ständig etwas ändert. Im Grunde kämpft man gegen Windmühlen und die drehen sich viel zu langsam.
Flexibilität, Kultur, Arbeitskollegen
Das Gehalt war nicht schlecht.
Zu viel. Ich bin maßlos enttäuscht und entsetzt wie die Firma sich nach außen präsentiert.
Regelmäßige Feedbackgespräche, Career Plan, fördert eure Top Talents und übernehmt Verantwortung für die Fehler die ihr macht. Actions needed für Mitarbeiter die nur mitgeschliffen werden statt zu peformen.
Keine Feedbackgespräche, die eigene Arbeit wurde von Kollegen und auch Vorgesetzen als deren Arbeit ausgegeben und die Lorbeeren eingeheimst. Vertrauen komplett zerstört. In mehreren Gesprächen wurde klar, das man angelogen wird. Wenn das upper Management vor Ort war, war im gesamten Team Anspannung zu spüren und jeder hat sich unwohl gefühlt.
Work Schedule wurde last minute gepostet, keine Freien Tage die man als regelmäßig bezeichnen kann. Kannst Du einspringen, super ... brauchst du eine Vertretung, können wir leider nicht anbieten. Die unvorteilhaften Schichten wie Spät und Wochenende werden abgewälzt während das upper Management sich kaum blicken lässt.
Wenn du nicht irgendwelche Kontakte hast, hast du keine Aufstiegsmöglichkeiten. Favouritism is lived intense !
Gutes Grundgehalt, schlechte Bonusstruktur
greenwashing
Unter den 'normalen' Kollegen guter Zusammenhalt. So bald man als Konkurrenz im upper Management wahrgenommen wird, werden die Ellbogen ausgefahren.
-1 Stern würde ich vergeben wenn ich könne. Noch nie so schlechte Vorgesetze gehabt.
Technik ist up to date.
Kaum vorhandene Kommunikation und/oder Last Minute. Veränderungen in Projekten wurden vorgenommen, wovon man nicht in Kenntnis gesetzt wurde und dann statt mit 5 Leuten auf einmal 20 Leute auf der Matte stehen hatte. Set up for Success sieht anders aus.
Die guten Mitarbeiter müssen mehr Aufgaben übernehmen, während die weniger qualifizierten Mitarbeiter nicht mal die Job Description erfüllen.
In der Theorie gibt es viele spannende Aufgaben, bloß hat man dafür selten zeit und muss diese in seiner unbezahlten Freizeit erarbeiten.
The great people that still work there. I have not worked at a lot of places with so many genuinely nice colleagues. I am afraid you will lose a lot of them over the next months though.
Unfortunately a lot. As describes before the atmosphere gets worse every week with high frustrations level everywhere. The loyalty towards the brand is not really present anymore compared to the starting years. Most colleagues are silently planning their exit if not kept motivated by salary raises or promotions.
Start to set up proper structures and processes. Be honest with your people, you have a lot of good people! Trust their judgments and further develop these internal talents instead of hiring more and more external specialists that re just adding complexity. This led to a madness of bureaucracy and no efficiency at all.
Unfortunately there is absolutely no trust towards leadership as they seem completely overwhelmed and not equipped to handle the growth plans. The high ambitions paired with no structure and processes lead to overworked and stressed out atmosphere through out all teams.
Image is still pretty good as it is widely seen as a disruptive modern sports brand in a more traditional industry. Lately there is more and more bad press especially in Switzerland.
In theory there are unlimited holidays, in reality most employees are happy to take their bare minimum of holidays. Actually a lot of people need to work overtime to be able to get their workload covered. This is mainly caused by overflowing meetings, which can easily occupy 95% of your weekly hours. Very frustrating as most of these meetings are just about updating the ever expanding set of stakeholders but not creating any measurable output.
If you know the right people, are loud and are a great networker you can definitely make it there. The vast majority won't get developed and should just do their job (always above their scope).
Trainings are offered through an internal "school", sometimes helpful sometimes not. External trainings are not supported apart from a very limited personal development budget.
For Swiss standards salary is still incredibly low. For a lot of their employees being relocated from other parts of the world I guess it is decent. There are no benefits that are comparable to any competitor brand. New senior leadership hires can earn a lot as they are sold to the teams as true game changers.
Never experienced a company communicated their sustainability so heavily externally but following irresponsible travel guidelines. Meaning a lot of people have SUV company cars, constantly flying in and out for short meetings with different teams around the world and not supporting employees with public transportation costs.
Usually teams have a strong bond and help each other out where ever needed. Most direct colleagues can be trusted a lot and there is some kind of trauma bonding. Nevertheless this is changing more and more as teams and individuals are played off against each other to create high performance.
There are no elderly colleagues as the company is driven by young more start up kind of people or sports enthusiasts from competitors.
As mentioned before I have never experienced an environment with less trust and reliability. Promises are not kept and leadership is just trying to safe their own positions. Openly challenge issues in the leadership team at On means that you have a "wrong attitude".
Office facilities in Zurich are beautiful and modern but mainly made to look stylish instead of serving the people working there.
Bad or no communication at all is the strategy for most pressing topics. senior leadership is hiding away and is setting a bad example for middle management to do the same. They want to keep their image of the most fast growing and hyped sports brand internally and externally, which leads to not addressing all the problems piling up.
Officially they celebrate themselves for their high share of female leaders, which is definitely true in some parts of the company. Nevertheless senior leadership is pretty much a boys club with no access. Colleagues who are not stereotypical Swiss, white, male, made in the sports industry won't get the chance to influence broader company strategy and decisions. That is why everyone falling out of this grid, is quitting at some point, which leaves the organisation to be even more uniform.
If you are constantly going above and beyond you are able to be part of some of the interesting projects. The bigger share of teams are just trying to somehow keep everything going as failure is not accepted.
Sehr gute Atmosphäre innerhalb des ganzen Unternehmens, flache Hierarchien
So verdient kununu Geld.