kununu Prüfprozess
19 Mitarbeiter:innen haben diesen Arbeitgeber mit durchschnittlich 2,8 Punkten auf einer Skala von 1 bis 5 bewertet.
No micro-managing, ability to work remote or abroad, lots of smart people and employees have the freedom to pursue good ideas and initiatives. Good work tools (except for sales).
Some
Departments are completely overworked and burned-out, which is never addressed. Instead just more feel-good townhalls and the next employee feedback survey after the other with no change or even action or fallow-up by the top level. Stop treating your employees like little children, they can handle the truth, they are already living it.
Hire a professional consultant to help build a strategy to address the lack of gender equality and improve how women are seen and treated. The situation is not acceptable.
Has declined quite drastically over the last 2 years
DISH is not the most popular in the hospitality industry
Overall good, very flexible and so far no boundaries have been crossed.
The most random decisions are being made about promotions or reorganisations. This is then communicated as a genius strategical move. It has nothing to do with qualification or actual results. Whoever spends most time at the office and the inner circle, gets promoted.
Bonus scheme is bizarre. Salaries are below market standards in many areas and unreasonably high for leaders who deliver no results.
I have not heard 1 mention about the environment, I don’t think this is a factor here
People are reactive and collaborative in general. Although there are also quite a few arrogant people who treat others openly with disrespect, but no consequences, because they are considered too important.
Leadership seems to mostly surround themselves with yes-men (literally, since there are basically no women). Too many department heads have too little experience or detailed knowledge to make good decisions or communicate well and most decisions seem anyway based on gut-feeling rather than data.
Company-wide communication often lead by people who can’t communicate well or communicate anything but the never-ending “all is great”- mantras. There has never been a real Townhill where employees can ask (critical) questions. Instead Townhalls are misused to boost the declining morale with feel good stories. Most employees feel the same about the Townhalls, nobody seems to tell leadership the truth about this.
90% of decision-makers are men. Excuses are made about how they can’t find women or how it’s normal because it’s tech. But the reality is that it’s 2026 and the company looks like it’s the 50s. There is no care or thought about gender diversity and bringing the topic up is even treated like blasphemy. Leadership seems completely ignorant towards their failure of promoting or hiring women and women in leadership. The CDU is a more modern, diverse group compared to this company. As a female employee, there is no future or growth perspective here, the boys club decides seemingly randomly about promotions and it’s ONLY men. Women are being belittled, interrupted, talked over and male leaders are stealing credit for their female employees constantly. Women are almost never mentioned when credit is due. I would never recommend a female person to work here.
Never boring
The colleagues and direct managers who deliver quality despite everything. Interesting work and a product with genuine market potential.
A culture in upper leadership where self-interest comes before the good of the company, criticism gets punished, and equality only serves the external image.
Fill senior leadership positions based on competence and consistently measure leadership behaviour, for example through anonymous upward feedback with real consequences. Make promotion and salary criteria transparent. Treat criticism as information, not as an attack.
A culture of fear. Anyone who raises issues becomes the problem. Morale is visibly low, many people are just going through the motions or actively looking elsewhere.
The gap between the external image and the internal reality is wide. That is exactly what this review is meant to warn about.
Flexible on paper, but in reality constant availability is expected. Workload keeps rising due to headcount cuts and restructurings, with nothing to offset it.
A training budget exists, real development does not. Promotions follow no transparent logic, and talent is leaving.
Not in line with the industry anymore. Salary progression is opaque and depends on the goodwill of individuals.
Exists for external presentation, barely noticeable in daily work.
Clearly the strongest point. At working level, people support each other professionally and personally. That includes the direct line managers, who stand behind their teams despite everything. This cohesion exists in spite of what happens at the top, not because of it.
Neither specifically disadvantaged nor favoured. The same dynamics described under Equality apply here as well.
The core problem sits clearly at the upper leadership levels. Positions there are awarded for loyalty and personal likeability rather than competence, conflicts are sat out, and inconvenient high performers are pushed aside. Personal targets and bonuses come before the long-term good of the company. The managers on the levels below deserve an explicit exception: they work hard to keep things running and to shield their teams from the consequences of this culture.
Equipment is fine, but constant reorganisations, unclear responsibilities and a growing workload with shrinking resources.
Top-down with no feedback channel. Decisions come without explanation, critical feedback gets ignored or held against you. Important news travels through the grapevine, not from leadership.
On paper yes, in practice no. The top leadership is homogeneous, and there is clearly no will to change that. Women are routinely passed over in appointments and promotions, and demeaning behaviour towards women is tolerated and goes unpunished even when it happens in plain sight. Gender equality here is a facade for external image. Internally, what counts is the personal advancement of a few, not fairness, and anyone who points that out pays for it.
The work itself is engaging and the product has real substance. Which makes it all the more frustrating that the situation at the top holds back its potential. Expert knowledge within the teams is routinely ignored. Decisions come top-down from people who have not engaged with the actual content, which leads to constant frustration among those who carry the real expertise. The gap between what people know and what gets decided is significant.
Nichts. Deswegen verlasse ich das Unternehmen
Sehr hohe Fluktuation durch schlechten Umgang der Geschäftsleitung
Unqualifizierte Mitarbeiter aus Führungspositionen entfernen
Muss man mögen
Menschen arbeiten in Führungspositionen, die von Mitarbeiterführung und der Arbeit in der Abteilung keine Ahnung haben.
- Interesting product offerings
- Salary and other benefits being revoked (bonus calculation as an example)
- Employee events are almost non-existent
- Top employees are leaving. Many of them are not being replaced and their tasks are just distributed to rest of the team or other teams
Review the overall packages and benefits for employees as well as the job titles to make sure they reflect the actual work being done on ground.
Generally good until you get called on a weekend if something urgent happens.
Career path is unclear with continuous restructuring or layoffs
Job scope is not in line with the job title. Making actual salary way below average
Poor office space benefits. Only tea, coffee, and fußball table. No snacks, fruits, drinks like other companies
There is a monthly townhall meeting to provide company updates and results. However, updates feel like they are filtered showing only positive results
Interesting products to work on. However, if you are good at something, it will be taken for granted as part of your job scope
Office location
my team and some good people in the other teams
Metro Canteen
Cutting edge technologies
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.
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.
Reputation is poor both within the company and externally. The only thing holding it up is the Metro brand name.
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.
There is no real growth, and salary hikes and promotions are rare.
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.
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.
Good
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.
Tech teams are provided with MacBooks and iPhones, and the office location and ambiance are good.
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.
The company is heavily male-dominated. Genuine equality between teams does not exist, and there is little indication that it will improve anytime soon.
Thankfully, in my area there are still plenty of interesting tasks.
Nichts.
Alles.
Bevor man Menschen einstellt, die ihren Job kündigen um hier starten zu können, sollte man sich im Klaren sein, ob man auch fähig ist, Menschen einzuarbeiten Jung ob man überhaupt die Geduld aufbringt, Mitarbeiter aufzubauen . Die Firma hat eine Verantwortung , aber stattdessen treiben sie ohne Skrupel Menschen in die Arbeitslosigkeit. Noch nie eine Firma erlebt die Mitarbeiter dermaßen verbrennt.
Firma betont, dass es sich um Vertrauensarbeitszeit handelt, aber bringen kein Vertrauen entgegen und kontrollieren alles was du tust
Man lässt sich durch das METRO Image blenden. Die DISH Unit hat aber damit rein gar nix zu tun. Ist wie jedes Mittelklasse start up was Leute ausbeutet.
Überstunden sind Voraussetzung. Bei Terminen außerhalb vom Wohnort wird der Rückweg nach offiziellem Feierabend nicht als Überstunde gewertet. Es wäre lt Teamlead der normale Einsatz den man zeigen muss.
Es gibt keine Möglichkeit aufzusteigen. Ist auch von dem Management nicht gewünscht.
Katastrophales provisionsmodell was nicht darauf abzielt, dass man gut verdienen kann.
Respektlos, inkompetent und absolut nicht offen. Der TL versteckt seine eigenen Fehler auf dem Rücken der Angestellten, die dafür die Konsequenzen tragen.
Schlechte Ausstattung, sehr unmodernes Equipment was man zum Kunden schleppen muss
Männer geben den Ton an. 90% nur männliche Kollegen
Nicht vorhanden
Nothing anymore.
Where do I start? Leadership seems more reactive than strategic decisions feel rushed, poorly communicated, and often just plain baffling. There’s a serious lack of transparency, and the trust gap between employees and management has turned into a canyon. Career growth? Basically non-existent unless you're in the inner circle.
Compensation’s below market, benefits are bare-bones, and there’s zero real investment in employee well-being, physical or mental. The culture’s shifted from collaborative to survival mode, and that’s not just bad, it’s demoralizing.
Management could rethink how departments talk to each other, get everyone on the same page so we’re not always competing but working as one company, which teams often forget. Sharing the exciting projects more evenly would help too. And re considering pay to match market standards would show they’ve got our backs. That’d make the job feel a lot more alive and connected.
The company has been going downhill fast. Layoffs are happening non-stop. doesn't matter if you're a junior employee or a department head, no one feels safe. It’s turned the whole place into a pressure cooker. Instead of focusing on our work or doing anything meaningful, everyone's just stuck wondering if they’re next on the chopping block. It’s exhausting, demoralizing, and honestly, it feels like management has completely lost the plot.
Possibility to WFH, without mandatory visit to office.
No possible growth anymore in company
When you line it up against market rates or even basic inflation, the compensation clearly falls short. It's like getting paid in nostalgia. There are no meaningful benefits or wellness packages either nothing for mental health, physical well-being, or anything that suggests the company sees employees as humans with needs. Just the bare minimum.
Clear Lack
The work used to be interesting, there was real potential to grow, build new things, and actually feel proud of what you were doing. But thanks to poor management and some truly baffling financial decisions, that spark is long gone. There's no real motivation left to innovate or push boundaries when leadership seems more focused on cutting corners than building anything meaningful. These days, it feels less like a place to grow and more like a slow, frustrating fade into mediocrity.
Starke Vorteile durch DISH und auch durch die Arbeit unter METRO. Flexible Arbeitszeiten.
Immer positive Stimmung im Büro
Alles digital, aber keine zusätzlichen Initiativen für mehr Umweltfreundlichkeit
Stark, könnte aber besser sein
Tolle Zusammenarbeit über verschiedene Altersgruppen und respektvoll
Monatliche Townhalls und Updates von Teams über aktuelle Themen
Sehr zufrieden mit dem internationalem und offenen Arbeitsumfeld. Generell eine sehr moderne Unternehmensstruktur, dem Arbeitnehmer ist überlassen wie er arbeitet.
Nichts
Mehr Perspektiven aufzeigen, mehr Budgets für externe Zertifizierungen.
Transparency, good atmosphere and environment
So verdient kununu Geld.