former entrepreneurial company facing challenges to keep people motivated due to accepted lack of leadership
Gut am Arbeitgeber finde ich
Business model, salary and offices, vision & mission
Schlecht am Arbeitgeber finde ich
Insane meeting schedule, unproductive meetings and lack in great leadership are demotivating people and limit creativity
Verbesserungsvorschläge
Alignment in the leadership board and starting to trust each other as well as your employees - integrity needs to be lived not juts claimed, and skipping your own political agenda is mandatory if the company should be rescued. Otherwise all agile and entrepreneurial people will keep on leaving. The toxic environment that is created from top down is floating into the company and its extremely sad to see what it has turned into. You cannot claim being an agile company and young and cool, with a great mission and vision when you do not believe and trust into the business model, people and the system of new work yourself.
Arbeitsatmosphäre
Atmosphere has changes slowly for the past years, a cultural change was happening - What used to be company with extremely smart people having fun together and driving a vision and mission everyone was buying into, is now turning into a downward spiral - as communication has turned into a toxic and dangerous environment - Key people are leaving even without any opportunity lined up - some are still fighting mainly because they believe into the former founders management, realising slowly that its helpless to fight against an atmosphere of mistrust into each other and not believing into the business model. Instead of having the company, DCS and its people as main priority, it is often about power and politics.
Kommunikation
Communication used to be very candid and open - its getting more and more quiet as it seems one is anyway not heard and it is starting to get very political - besides that behind the scenes talks have increased and you can see that there are side conversations during meetings - this is creating an atmosphere of missing trust and integrity - unfortunately floating down from top level (the fish...). Meetings are unproductive and no decisions are made, as people do not feel they are allowed to. Even on LSB-level long meetings without any outcome are often. Planned new work model with focus time and meeting free afternoons are often overbooked by even those that should lead by example. Lack of leadership is accepted in individual cases.
Kollegenzusammenhalt
Within the teams colleagues are still supporting each other, as well between different departments. Support into direction of Senior management is declining.
Work-Life-Balance
Working for DCS is very demanding, however it used to be very much fun and people were always walking an extra-mile - with the new cultural change it seems its somehow expected, driving more and more people into part-time for starting businesses on the side.
Vorgesetztenverhalten
Creativity and entrepreneurial thinking in the beginning and lived by the former founders management team are now clashing with group concern thinking and risk averse management style motivated by fear ("you need to tell people what to do").
Last year a reorg was set up - meant to become more agile, empower people and giving them the biggest freedom to decide. An implemented leadership board was only meant to step-in for critical decisions, whenever it cannot be decided on V-team level - the complete opposite is reality, everything needs to be discussed and decided in the leadership board as nobody is trusting anyone (they do not trust each other). They are constantly fighting behind the doors and everyone knows. What was thought to be agile has slowed down processes and demotivates people on a daily basis. Entrepreneurial thinking and creative ideas are held down.
Interessante Aufgaben
Generally the business model is complicated but very future oriented and depending on the department finding your space of creativity might still be possible. Very interesting and fast moving market. Being part of the needed climate change environment feels good and is giving you the feeling of being part of something bigger you can contribute to every day.
Gleichberechtigung
Generally women are treated very equally - only concern, what used to be a directors team with at least two women in senior management (Finance & HR), is now reduced to six German white man leadership - however on V-team management level more young women are equally in charge.
Umgang mit älteren Kollegen
Basically there are no elder (+55 years) people working at DCS
Arbeitsbedingungen
Very nice offices and team events - good set of benefits
Umwelt-/Sozialbewusstsein
Company is working in a sustainable business model and trying to do a lot generally, however, some of the LSB are often flying rather than taking a train and of course always a taxi rather than bus/train
Gehalt/Sozialleistungen
Salaries are above market average, however promotions and regular salary increases are below inflation rate, therefore this advantage might melt away over time
Image
Generally good image, working on e-mobility and being a subsidiary of BMW/Daimler & BP is for many people important for employer branding, however rumours in the market are increasing that atmosphere and morale are declining based on the above
Karriere/Weiterbildung
Generally development is supported with individual budgets, however to cut time out of the calendars is extremely difficult