Struggling with high employee turnover, constant reorganizations, and cross-departmental friction
Gut am Arbeitgeber finde ich
4-day workweek (36 hours) with flexible working hours.
Interesting and challenging tasks in a fast-paced environment with diverse responsibilities.
Schlecht am Arbeitgeber finde ich
The overall culture can feel unhealthy at times, with a perceived lack of transparency and consistency in decision-making. There is a high level of employee turnover, including redundancies, and situations where colleagues leave without clear communication. This contributes to uncertainty and affects overall morale, which is a pity given the company’s potential.
Verbesserungsvorschläge
Implement regular 360-degree feedback cycles, especially for Leads and Directors, to foster a more balanced and transparent feedback culture.
In parallel, introduce structured career development programs, including regular growth discussions and clear progression paths, to better support employee development.
Arbeitsatmosphäre
Very inconsistent working atmosphere with extreme ups and downs. At times motivating, but at other times marked by stress and uncertainty.
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Some clients perceive the company as overly profit-focused. There is also a noticeable trend of clients using the solution as a stepping stone before building their own internal systems which creates questions about the company`s busines model sustainability and future existence allaround.
Work-Life-Balance
The 4-day workweek (36 hours) and trust-based flexible working hours are positive aspects. However, they are often perceived as a trade-off for limited salary growth. Additionally, there are recurring signals that this model may be reconsidered if performance targets are not met, which reduces the sense of stability.
Karriere/Weiterbildung
There is a clear lack of structured career development and growth opportunities. In my experience within the 4 years, no formal development conversations never took place, even after proactively raising the topic multiple times. Promotions and opportunities appear to be driven more by visibility and self-presentation than by a consistent or merit-based development process.
Gehalt/Benefits
Compensation is clearly below market standards, with a noticeable gap compared to similar roles elsewhere (estimated around 15–20%). This becomes particularly evident when benchmarking against external offers.
Kollegenzusammenhalt
There is a significant amount of gossip within teams, which can undermine trust and makes it harder to build a strong sense of cohesion.
Vorgesetztenverhalten
There is a strong micromanagement culture combined with gaps in coordination and unclear end-to-end responsibility. In certain instances, leadership behavior has been experienced as overly controlling and, at times, inappropriate, including blame-oriented communication. Despite this, there appears to be limited corrective action from senior management.
Kommunikation
Communication tends to cherry-pick positive aspects, especially in all-hands meetings. This creates a perception that not all relevant information is shared openly or transparently. Challenging topics or setbacks are often addressed only superficially or omitted altogether, which can lead to uncertainty and speculation among employees. As a result, trust in leadership communication is affected over time.
Gleichberechtigung
There are noticeable signs of favoritism, with promotions and growth opportunities often going to more outspoken individuals rather than being consistently tied to performance and merit.
Interessante Aufgaben
While the role provides a high-paced environment and interesting tasks, the underlying methodologies and ways of working feel significantly outdated. At the same time, limited IT capacity results in very slow progress when it comes to tools, systems, and product improvements. This, combined with broader concerns about the sustainability of the business model, raises questions about the company’s future direction.