It’s Still Not Too Late to Bring Back the Old Energy
Gut am Arbeitgeber finde ich
Office location
my team and some good people in the other teams
Metro Canteen
Cutting edge technologies
Verbesserungsvorschläge
Dish management needs to seriously improve transparency, consistency, and ground-level engagement. Leadership should directly interact with teams instead of relying on filtered updates, especially during critical initiatives. Decision-making around hiring, firing, and project direction must become more stable and predictable.
There is a clear need to reduce internal politics and bring back a more execution-focused, startup-like culture. Cross-team collaboration and knowledge sharing should be actively encouraged and enforced, rather than allowing teams to operate in silos.
Work-life balance and basic employee well-being must be respected — situations like extended weekend work without breaks and discouraging sick leave should never happen again.
Compensation and benefits also need to be aligned with market standards to retain talent. At the same time, the company should take concrete steps to improve inclusivity and address the lack of gender equality.
Overall, management needs to focus less on optics and more on fixing internal structural and cultural issues to rebuild trust and create a sustainable work environment.
Arbeitsatmosphäre
Within my department the work environment was strong and collaborative around three years ago, with high motivation and ownership among employees. However, during the CRM migration phase, leadership decisions significantly impacted the work culture, resulting in a noticeably toxic and constrained environment.
Although there has been some improvement post-migration, the environment has not fully recovered to the earlier standards of collaboration, transparency, and employee engagement.
Kommunikation
Communication within my immediate team is great — people genuinely support each other and collaboration works well.
Within the department, it’s inconsistent. Some people are easy to work with, but others act dismissive or overly authoritative just because they’ve been around longer or own a project.
At the company level, communication is poor and leadership feels completely disconnected. Decisions around hiring and firing are unpredictable and create unnecessary uncertainty.
During the CRM migration, leadership was clearly out of touch with the actual work. They barely interacted with the developers and instead relied on a few people who didn’t really understand the migration but were still leading it. This made things worse in terms of clarity and execution.
Cross-team collaboration is weak. Teams work in silos, avoid sharing knowledge, and often try to hold on to information to feel important. Management doesn’t seem to address this, and it continues to slow things down.
Kollegenzusammenhalt
Team spirit within my team is genuinely great. We support each other and work well together.
Within the department, it’s okay, but not consistent across everyone.
Cross-department collaboration is poor, communication is weak, and teams often operate in silos.
The gap between Dish leadership and ground-level employees is extremely frustrating. There is a clear disconnect, and it often feels like leadership is out of touch with what is actually happening on the ground.
Work-Life-Balance
It was genuinely great around 3 years ago.
During the migration, it became unbearable the work culture turned extremely stressful and exhausting. We worked weekends for months without a single day off, and even taking sick leave was discouraged by leadership. Thankfully, those leaders are no longer part of the organization.
Post-migration, things have improved and are now manageable, but it is still far from how good it used to be.
Vorgesetztenverhalten
My previous manager was one of the best I’ve worked with, and the former department head was also excellent both were supportive, practical, and knew how to lead.
My current manager is a good person, and we’ve worked together for a long time, which helps. The new department head also seems motivated and genuinely wants to improve things.
However, the company culture has shifted it feels more like a political setup than a startup now. Because of this, even well-intentioned efforts struggle, as other teams are not always supportive or aligned to make things work.
Interessante Aufgaben
Thankfully, in my area there are still plenty of interesting tasks.
Gleichberechtigung
The company is heavily male-dominated. Genuine equality between teams does not exist, and there is little indication that it will improve anytime soon.
Umgang mit älteren Kollegen
Good
Arbeitsbedingungen
Tech teams are provided with MacBooks and iPhones, and the office location and ambiance are good.
Gehalt/Benefits
Salary is below par and not aligned with market standards.
Earlier, the benefits were better, but now they are quite limited mainly Metro access and the company gym.
One of the few positives is the Metro canteen, where food is reasonably priced and accessible to everyone.
Image
Reputation is poor both within the company and externally. The only thing holding it up is the Metro brand name.
Karriere/Weiterbildung
There is no real growth, and salary hikes and promotions are rare.