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kununu Prüfprozess
3 Mitarbeiter:innen haben diesen Arbeitgeber mit durchschnittlich 1,2 Punkten auf einer Skala von 1 bis 5 bewertet.
The company is easy to reach by train, and parking is available on request. There is also a small meal voucher of CHF 6 per day, although it can only be used at the Golfpark restaurant
Another issue is the limited feeling of professional development. Employee feedback is not always taken seriously. Management is often afraid t report negative feedback or criticism from employees to the CEO, so important concerns arent communicated at all. This makes employees feel that their opinions are not heard.
- Improving trust and communication with employees.
- Reducing micromanagement.
- Creating clearer and more transparent rules for salaries, home office and career development.
- Stronger HR knowledge.
- Better communication between Switzerland and Italy.
- More professional approach to employee feedback.
There are several issues that have a strong impact on the working environment. The company works on interesting and innovative projects. There are some very motivated and competent young people.
Salaries are quite low compared to the responsibilities, and there doesn't always seem to be a clear or consistent salary structure between different roles. There can also be a feeling of favouritism especially when it comes to people who have personal or family connections within the company
the management (in Switzerland, in Italy) is often very focused on micromanagement. There is a feeling that employees are not always trusted to do their work independently. Even when employees try to give constructive feedback or suggestions, they are not always well received.
There is also a lot of passive-aggressive communication. When someone is not present, I have experienced situations where this person was discussed negatively instead of speaking directly with them. This makes it difficult to feel comfortable expressing an honest opinion.
There is also a strong focus on saving money. Sometimes this can be seen in decisions regarding the purchase of new equipment or the maintenance of existing equipment.
The secretariat area also seem to have difficulties handling even relatively simple problems which can make everyday work more complicated than necessary.
HR is based in Italy, while employees work in Switzerland. After several years, there still seems to be insufficient knowledge of Swiss employment rules and regulations, this can create problems and uncertainty for employees.
Home office is officially not allowed, but in practice some employees are allowed to work from home and it is not clear why some people can do this while others cannot, even when they have similar roles or responsibilities. This creates a feeling of unequal treatment and favouritism.
There are also not always clear opportunities for growth or recognition based on responsibilities and performance, but only if they are friends or family!
Too toxic
A healthy organisation should have consistent rules, trust its employees, provide reasonable flexibility, and create a safe environment in which concerns can be raised without negative consequences. Management should also be willing to look honestly at how its own behaviour and policies are experienced by employees, rather than assuming that everything is fine simply because people have stopped complaining.
I hope Philochem takes this feedback seriously. The issues described in other employee reviews are not isolated concerns; from my experience, they reflect deeper problems with management style, trust, communication and workplace culture that need to be addressed.
Unfortunately, my experience at Philochem has been one of a highly controlling and increasingly toxic work culture. There is a level of micromanagement that goes far beyond what I would consider reasonable. Even holidays and time off can be questioned, while employees have very limited flexibility regarding working hours or working remotely. The overall impression is that employees are not trusted to manage their own work and responsibilities.
What makes this particularly frustrating is the apparent double standard. Management seems to have considerably more freedom in how they organise their work and make decisions, while employees are expected to follow strict rules and have very little autonomy. When you are not subject to the same restrictions yourself, it can be difficult to understand the extent to which these policies affect employees on daily basis.
No work life balance the workload is very high, no flexibility and no remote work. Even personal appointments such as doctor appointments are questioned
Salary ok but no other benefits
Some teams have some issues between them but in general colleagues of the same team get along
Double standard. Management seems to have considerably more freedom in how they organise their work and make decisions, while employees are expected to follow strict rules and have very little autonomy. When you are not subject to the same restrictions yourself, it can be difficult to understand the extent to which these policies affect employees on a daily basis. Not only projects are micromanaged but everything that employees do.
Salary is ok but no other benefits. Not competitive with the current market
Another major issue is the way employee concerns are handled. People are increasingly reluctant to speak openly because raising concerns does not seem to lead to meaningful change. Feedback can feel as though it is heard but not genuinely listened to. Instead of creating an environment where employees can openly discuss problems and suggest improvements, speaking up can leave you feeling that you are being treated as the problem or even as the enemy.
This is especially concerning because several of these issues have apparently been raised before, yet the same patterns continue. The lack of action creates a feeling of helplessness and ultimately discourages people from speaking up at all.
Employees are not treated equally. Disrespect happens on daily basis
There are certainly talented and dedicated people at Philochem, and the scientific work itself can be interesting. However, good science and interesting projects cannot compensate indefinitely for a workplace culture built around excessive control, limited trust and insufficient employee support.
- Junge Mitarbeiter (Doktoranden und Studenten) die sich privat gut verstehen
- Küche für die Zubereitung oder zum Aufwärmen von Speisen
- Verhalten der Vorgesetzten den Mitarbeitenden gegenüber
- Totale Kontrolle der Führung (fast alles wird von ganz oben entschieden)
- Entscheidungen werden ständig geändert, man weiss nie woran man ist
Die totale Bürokratie und Kontrolle abschaffen und viele Entscheidungen delegieren.
Mitarbeiter schätzen.
Bei der Wartung des Equipments nicht sparen.
Totale Kontrolle von oben, Spannungen im Team und zwischen den Teams aufgrund von extremen Leistungsdruck von oben.
Die Teams werden von der Leitung teilweise gegeneinander ausgespielt.
Die Doktoranden werden als billige Arbeitskraft eingesetzt und werden enormem psychischen Druck ausgesetzt. Ich habe mehrmals mitbekommen wie Doktoranden in Tränen ausgebrochen sind aufgrund von sehr harscher Kommunikation der Vorgesetzten.
Die Kommunikation findet grössten Teils auf Englisch statt. Da aber ca. 80 % der Mitarbeiter Italienisch sind, wird auf die Minderheit keine Rücksicht genommen und oft wird italienisch gesprochen (in Pausen, Büro oder Labor)
Das Image nach Aussen ist besser als es tatsächlich ist. Die Mitarbeiter reden fast ausschliesslich schlecht über die Firma.
Es werden Überstunden, Arbeit an Wochenenden und in der Freizeit erwartet.
Karriere und Weiterbildungen werden versprochen aber nicht eingehalten.
Gehalt kommt pünktlich und ist leicht unter dem Durchschnitt. Es gibt keinen 13. Monatslohn.
Abfall wird grösstenteils Fachgerecht entsorgt, die Mitarbeiter werden aber im korrekten Umgang mit vielen Chemikalien nicht ausreichend geschult, wodurch es zur individuellen, falschen Entsorgung kommt.
Die Kollegen haben es meist gut miteinander und unternehmen auch in der Freizeit etwas zusammen. Nur zwischen den Teams herrscht zum
Teil Rivalität.
Von ältere Kollegen mit Familie wird alles abverlangt und keine Rücksicht genommen.
Unrealistische Ziele, nicht nachvollziehbare Entscheidungen und die Meinung der Mitarbeiter zählt nicht.
Lärm-, Geruch- und Wärmeemissionen (um nur einige Beispiele zu nennen) werden nicht oder nur mangelhaft eingedämmt oder beseitigt. Geräte die ständig Defekt oder in mangelhaftem Zustand sind.
Es wird am falschen Ort gespart.
In regelmässigen Meetings wird man auf den aktuellen Stand der Dinge gebracht.
Kommunikation der Vorgesetzten ist harsch.
Die Kommunikation zwischen den Teams ist mangelhaft, Arbeiten werden zum Teil redundant ausgeführt.
Je besser die Beziehung zur Führung, umso besser die Aufstiegsmöglichkeiten.
80 % der Mitarbeiter ist Italienisch.
Die Doktoranden dürfen meist nicht selbst entscheiden woran sie arbeiten. Man muss das machen, was die Firma braucht, auch wenn es anders abgemacht war.