DISH 

Digital 

Solutions 

GmbH

Bewertungen

Gut am Arbeitgeber finde ich

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).

Schlecht am Arbeitgeber finde ich

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.

Verbesserungsvorschläge

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.

Arbeitsatmosphäre

Has declined quite drastically over the last 2 years

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DISH is not the most popular in the hospitality industry

Work-Life-Balance

Overall good, very flexible and so far no boundaries have been crossed.

Karriere/Weiterbildung

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.

Gehalt/Benefits

Bonus scheme is bizarre. Salaries are below market standards in many areas and unreasonably high for leaders who deliver no results.

Umwelt-/Sozialbewusstsein

I have not heard 1 mention about the environment, I don’t think this is a factor here

Kollegenzusammenhalt

Vorgesetztenverhalten

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.

Kommunikation

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.

Gleichberechtigung

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.

Interessante Aufgaben

Never boring

Gut am Arbeitgeber finde ich

The colleagues and direct managers who deliver quality despite everything. Interesting work and a product with genuine market potential.

Schlecht am Arbeitgeber finde ich

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.

Verbesserungsvorschläge

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.

Arbeitsatmosphäre

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.

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The gap between the external image and the internal reality is wide. That is exactly what this review is meant to warn about.

Work-Life-Balance

Flexible on paper, but in reality constant availability is expected. Workload keeps rising due to headcount cuts and restructurings, with nothing to offset it.

Karriere/Weiterbildung

A training budget exists, real development does not. Promotions follow no transparent logic, and talent is leaving.

Gehalt/Benefits

Not in line with the industry anymore. Salary progression is opaque and depends on the goodwill of individuals.

Umwelt-/Sozialbewusstsein

Exists for external presentation, barely noticeable in daily work.

Kollegenzusammenhalt

Umgang mit älteren Kollegen

Neither specifically disadvantaged nor favoured. The same dynamics described under Equality apply here as well.

Vorgesetztenverhalten

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.

Arbeitsbedingungen

Equipment is fine, but constant reorganisations, unclear responsibilities and a growing workload with shrinking resources.

Kommunikation

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.

Gleichberechtigung

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.

Interessante Aufgaben

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.

Verbesserungsvorschläge

Vertraut euren Mitarbeitern und ihren Kompetenzen. Stärkt den kritischen Dialog.

Arbeitsatmosphäre

Nach außen werden gerne Erfolge verkauft, nach innen herrscht großer Druck und den Gerüchten "wer ist der nächste" wird freier Lauf gelassen.

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Man sieht sich selbst gerne als Marktleader

Work-Life-Balance

Das Arbeitsvolumen wird stetig erhöht. Kollegen die gehen werden nicht erstzt. Die Aufgaben übernehmen dann die die noch da sind. War früher besser und ausgeglichener

Karriere/Weiterbildung

In kleinen Ansätzen vorhanden. Mehr leider nicht. Oftmals holt man lieber extern rein anstatt intern zu entwickeln.

Gehalt/Benefits

Gehalt ist okay, unter Sozialleistungen wird im Großen und Ganzen die Möglichkeit im METRO Großmarkt einzukaufen.

Umwelt-/Sozialbewusstsein

Hier ist Potential

Kollegenzusammenhalt

Umgang mit älteren Kollegen

Okay

Vorgesetztenverhalten

Schwer zu sagen, man nimmt sie zu wenig wahr. Feedback wird einem über Dritte wiedergegeben, nicht direkt. Auf direkte Nachfragen, was man besser machen kann kommt keine Antwort. Funktionierende Bereiche werden durch Austausch des Managers nachhaltig nach unten gefahren. Ein Plan und eine Strategie im Bereich ist nicht erkennbar. Transparenz gibt es nicht, es wird sich mehr und mehr zurückgezogen.

Arbeitsbedingungen

Der Spruch "durch Druck entstehen Diamanten" wird hier falsch gelebt. Und so sind auch die Bedingungen.

Kommunikation

Durch Wechsel im mittleren Management völlig auf der Strecke geblieben

Gleichberechtigung

Nach Außen hin ja, innen nicht erkennbar.

Interessante Aufgaben

Die Aufgaben sind interessant und vielfältig. Mit mehr Freiheiten und Vertrauen in die Fähigkeiten der Mitarbeiter könnte Großes bewirkt werden.

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.

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Reputation is poor both within the company and externally. The only thing holding it up is the Metro brand name.

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.

Karriere/Weiterbildung

There is no real growth, and salary hikes and promotions are rare.

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.

Kollegenzusammenhalt

Umgang mit älteren Kollegen

Good

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.

Arbeitsbedingungen

Tech teams are provided with MacBooks and iPhones, and the office location and ambiance are good.

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.

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.

Interessante Aufgaben

Thankfully, in my area there are still plenty of interesting tasks.

Verbesserungsvorschläge

Management austauschen und gute, qualifizierte Leute fördern

Arbeitsatmosphäre

Angespannt da permament Entlassungen in der Diskussion sind und es jeden treffen kann

Kollegenzusammenhalt

Arbeitsbedingungen

Toxisch und angespannt

Kommunikation

Schlecht bis nicht vorhanden - Flurfunk informiert, dass man entlassen wird, Wochen bevor man es offiziell erfährt

Gleichberechtigung

Keine positive Umgebung für Frauen, wenige in Führungspositionen. Männer geben den teils verstörenden Ton an

Interessante Aufgaben

Qualität und Leistung wird nicht gewürdigt, sowas zählt nur wenn man im Management Team Fürsprecher hat

Verbesserungsvorschläge

Make employees feel valued and that their jobs have a future.

Arbeitsatmosphäre

Current fear of loosing the job are not helping in creating a healthy work atmosphere.

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I’d love to say that the company is striving but it probably is only on the outside, not on the inside.

Work-Life-Balance

Depending on the person itself, in intensive phases there is no work life balance.

Karriere/Weiterbildung

Only possible during big changes and lay offs of employees.

Gehalt/Benefits

There is not an equality in salaries, salary freezes all the time and increases are barely happening.

Umwelt-/Sozialbewusstsein

Money is spent not quite reasonably.

Kollegenzusammenhalt

Umgang mit älteren Kollegen

Age luckily does not play a role.

Vorgesetztenverhalten

Decisions aren’t really reasonable, often it feels like that decisions are made to safe a job position.

Arbeitsbedingungen

Hardware and software are working well.

Kommunikation

Communication of C Level can change within moments.

Gleichberechtigung

If it is either male or female, position or salary, there is no such thing as equality.

Interessante Aufgaben

Huge potential with digital tools.

Verbesserungsvorschläge

new management, better communication

Arbeitsatmosphäre

Depends on the team, but overall it's rather toxic

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Believe the management's slogans, then it's great

Work-Life-Balance

Flexible

Kollegenzusammenhalt

Vorgesetztenverhalten

Some of the worst managers I've ever encountered - micromanagement and lining their own pockets alternate

Arbeitsbedingungen

nice office, pleasant surroundings connected to Metro

Kommunikation

Lots of rumours but nothing concrete, management communication full of slogans and looming

Gleichberechtigung

male-dominated, toxic for women