Great team members - lack of strategic vision and organisational deficiencies
Gut am Arbeitgeber finde ich
The generally lovely people at bookingkit
Schlecht am Arbeitgeber finde ich
* Overly confident, but lacking managerial, strategic and people skills of certain top-level management (which is currently hindering or blocking organisational progress and negatively impacting company culture from top-down)
* "Polite disrespect" as a hidden company value
* Strategic and operational underdevelopment
Verbesserungsvorschläge
* Adhere to modern best practices and regulations
* Create an environment where top-level management is made accountable and performance-based decisions are and decision are transparent in terms of their rationale
* Organisational structure that is less based on personal bias and a lop-sided balance of power towards some top-level management members
Arbeitsatmosphäre
* Generally a team of nice and welcoming people
* Unfortunately, less developed processes of raising valid concerns or conflict resolution
* Regular company events
Image
* Regular concerns among staff about unrealistic vision and strategy - teams not being heard that have to handle market and customer expectations and frustrations due to this gap of expectations
* Also, regular issues over understaffed teams and low salaries - those are being silenced by cherrypicking statistics
* Concerns about the product lacking necessary features and being outdated - being wiped away by management
* Top-level management deems itself rational agents while fostering exceptionalism and in-grouping
Work-Life-Balance
* Implicit imbalance due to managerial expectations being unrealistic and changing due to managerial culture of moving goalposts - leaving the impression that work is never done, no matter how hard you work
* No realistic estimations of workload, "strategic" overload and a lack of organisational prioritisation impacting the work-life-balance negatively
* For the operational teams a common mindset of remote-flexibility for all team members disregards how much those operational teams are forced into less flexibility to provide it for others. Especially top management shows a disregard for imbalances impacting work-life-balance
Karriere/Weiterbildung
* Concerns being raised of "nepotistic" and intransparent decision-making for career development
* No consistent training on the job or systematic development budgets in existence
* A career path model has been introduced, but is disregard for personal favours by top-management
Gehalt/Benefits
* Generally one of the most common issues raised among team members: concerns about salaries being below market-levels (though initiatives for improvements have been made, but drag out)
* Benefits appear mostly underfunded and the demand for modern benefits. No developmental budget in general per team member
* Number of vacation days is sub-par
* Also commonly raised issues are that certain groups may have additional benefits due to personal connections or political power within the company
Umwelt-/Sozialbewusstsein
* Not a major topic at bookingkit
Kollegenzusammenhalt
* Very strong in general
* But this is due to that fact that many team members bond over the frustration of operational everyday business and the lack of change
Umgang mit älteren Kollegen
Not an issue at bookingkit
Vorgesetztenverhalten
* Personally not the best role model here myself, but also a company-wide underdeveloped leadership or management training - or even trust in Leaderships' expertise. Mostly middle-management is tasked to manage away frustrations and to keep their own frustrations down
* Unsubstantiated micromanagement by top-level managers -
* Top-level management trust more in external networks and consultancy than in internal knowledge and developing skills internally
* Though constant reminders of not wishing to have politics, this is used to keep in-groups in strong positions not to change and divert frustrations
* General superficially nice, but ultimately condescending practices by some top-level management
* There are teams that developed terms of "company in a company" to describe the imbalance of power that has apparently become a company tradition
Arbeitsbedingungen
* Provides the basic required materials and devices to work
* Still a newly renovated, modern office space that is barely used though by most of the team members, though
Kommunikation
* In general, decisions are being made primarily top-down. Common complaints include that those strategic decisions are detached from business requirements, markets, and professional needs that teams experience in their daily business
* Top-level management shows organisational distrust in other leadership and staff in general and talks down to/micromanages them. Leadership is treated as a mostly operational organ to manage team frustrations. Bottom-up processes are slowed or halted most of the times
Gleichberechtigung
Improved over time, but only a superficially important in the grand scheme of things
Interessante Aufgaben
While topics and tasks could be interesting per se, they are too many and only can be handled in an unfocused fashion - there appears to be a mindset of doing things cheap rather than right or sustainably. Ultimately costing more in terms of time, efficiency, operational integrity, development and personal health.