Not a good working environment
Verbesserungsvorschläge
Place more trust in employees and show genuine interest, because this reveals their potential and allows you to promote their skills. Less micromanagement, more learning to delegate. You give 100% to a company when you have a say in certain matters and feel needed, appreciated, and that you are really working as a team and overcoming challenges together. No dog-eat-dog mentality. People leave because they have no prospects and cannot pursue their goals. Also, overwork, because some employees are overburdened and quality suffers massively as a result.
Arbeitsatmosphäre
The working atmosphere used to be relaxed. Now it feels toxic because many people have been fired or have quit. Some are afraid that the same thing will happen to them, so many prefer to keep their opinions to themselves. Employees are gone from one day to the next, and you wonder what actually happened.
Kommunikation
There is a lack of communication.
Important information is withheld, and new colleagues with whom you are supposed to work are introduced overnight. Even new employees are sometimes kept in the dark about their actual team members. As a result, there is a lack of transparency, which leads to frustration among employees and leads to poor team building.
Kollegenzusammenhalt
Team cohesion is good in some teams, which is important in an otherwise rather controlling work environment. For many, this is the only motivation to come to the office.
Work-Life-Balance
One of the two home office days is eliminated in the hope that performance will improve. But many perceive this as a form of control, and above all, it suggests a lack of trust in employees. Instead of motivating them, employees are criticized for not working overtime.
Vorgesetztenverhalten
Young and inexperienced, which is also evident in project management and brand development. Instead of relying on the expertise of their employees, they implement things without thinking them through, as long as they meet the deadlines. Changes are only communicated to employees when it is already too late, which leads to frustration because work has been duplicated or was done in vain. Large projects are discussed with individual teams, but there are no kickoffs where the relevant teams come together to ensure that the project can be carried out consistently. As a result, teams communicate past each other instead of with each other. There is no culture of error. People prefer to blame others rather than take responsibility. No one asks whether projects are feasible from a technical perspective and in terms of experience. They are implemented by hook or by crook, which leads to mistakes instead of quality. Money has been invested in projects that are then scrapped shortly before completion. People are deployed as needed and not according to the role they originally applied for.
Interessante Aufgaben
There are many interesting projects that unfortunately fail because time management is poor and the focus is constantly on performance rather than the brand itself.
Gleichberechtigung
Younger employees are given preference over long-term employees with children, on the grounds that they are less visible, even though their performance is clearly just as strong. The company also prefers to hire new employees rather than promote long-term staff. This, in turn, leads to demotivation.
Umgang mit älteren Kollegen
There are hardly any older employees. Older employees and their professional expertise and experience are not valued. You tend to be used as a tool, which is not effective if you come from a different department yourself.
Arbeitsbedingungen
When criticism is voiced or grievances are addressed, it is seen as a personal attack rather than a suggestion for solving the problems. Instead, the employee is personally devalued, which has nothing to do with their actual work performance. As a result, the problems remain unresolved. HR does not intervene here. Therefore, there is no neutral authority. Employees are expected to provide feedback every week in order to improve things. However, if someone expresses a negative opinion, it is addressed but not dealt with. There is no understanding for this because freegifts are already being used to try to improve the mood. For many, the team lunch has no added value because it does not lead to team building; they just sit together like every other day. Management also does not understand that freegifts cannot buy performance; instead, people need to be motivated to enjoy their job again. Of course, this can only work if employees are given a certain amount of responsibility that they can be proud of.
Gehalt/Sozialleistungen
It's fine as a starting point for many who have just graduated from college.
Image
Externally, the company tries to appear young. Internally, however, there are disagreements on this issue. Some want a commercial product that appeals to the majority. Others want a hip, trendy product. This leads to inconsistencies in the brand's recognition value.
Karriere/Weiterbildung
The feedback meetings are not meaningful. There are no concrete measures or goals for how to develop within the company each quarter. Nor are there any opportunities for further training. There are favorites within the company who are promoted accordingly, while others hardly get ahead.