Ihr Unternehmen?
Basierend auf Daten aus 10 Bewertungen schätzen Mitarbeiter:innen bei Emarsys (Germany) die Unternehmenskultur als modern ein, was weitgehend mit dem Branchendurchschnitt übereinstimmt. Die Zufriedenheit mit der Unternehmenskultur beträgt 2,9 Punkte auf einer Skala von 1 bis 5 basierend auf 11 Bewertungen.
Nutze deine Stimme und verrate uns, wie die Unternehmenskultur deines Arbeitgebers wirklich aussieht.
Die Unternehmenskultur kann in vier wichtige Dimensionen eingeteilt werden: Work-Life-Balance, Zusammenarbeit, Führung und strategische Ausrichtung. Jede dieser Dimensionen hat ihren eigenen Maßstab zwischen traditionell und modern.
Ohne klare Abläufe arbeiten oder Sich überschätzen? Die Kultur dieses Unternehmens wurde leider noch nicht oft genug bewertet, um die meist gewählten Faktoren bestimmen zu können. Bewerte die Unternehmenskultur, indem du die passenden Faktoren auswählst.
Hast du gewusst, dass es 6 Fragen zur Unternehmenskultur gibt, wenn du einen Arbeitgeber auf kununu bewertest? Hier sind die neuesten dieser Kommentare.
Work load is good, became too high during short-time work. Management reacted late to feedback regarding too high work loads. Sales targets are elements of wishful thinking, I don't think anyone achieved a monthly target within the last 12 months, similar story in global comparison. There is definitely peer pressure regarding work times as I encountered it quite often during my Onboarding phase. When leaving between 5 and 6pm, colleagues give you a weird look or make a sarcastic comment about you leaving, despite the fact that you arrived at 6am in the damn morning
Disclaimer: Collaboration in sales teams is not really a huge thing
When I joined the company the first thing I encountered in a workshop meeting was "ok guys how can we improve how we work together" and no one really knew why that is or how to fix that - weird start. Colleagues are happy to help if you have an issue but the quality of help tends to be low and also short-sighted. Not often I met someone who really cared about the underlying issue. Apart of supporting when in need, local team culture is okay but management is ambitious about improving it, just often lacks the "Do" mentality.
Local management is alright, didn't often provide knowledgable insights although I always believed and requested more could be done, which was unfortunate. Had little to none interfacing with my leadership, I don't know why, I requested and appreciated it a lot of times - I guess it wasn't wanted.
Relationship with global was positive until COVID-19 measures turned into demanding an absurd quantity and garbage quality of activities. Later lied about various guidances in order to be unaccountable or stay unexposed in a team meeting. Local management did not attempt to do any conflict-solving until after shit already hit the fan (my resignation).
Most importantly, I learned that the leadership cannot be taken by their word. If it means deadlines, promises, whatever - they will find a way to post-hoc reason why something had to go another direction instead owning up to their broken promises or guidances. Once I realized that, meeting action items became so much more funny because you can predict that no one will do his stuff in due time so why even bother? It's oddly systemic to this team.
Disclaimer: COVID-19 hit comms pretty hard
In general, team meetings struggle with being productive and generating value, company updates coming from local management are rare, company updates coming from C-Level are limited to big updates (like the pandemic implications)
Technically, you can do whatever you want or offer your manpower in any global project which is nice. You won't, however, be allowed to free up resources in some situations (which is normal, right, but reasoning is not always good).
Managers care about you in some way but continuously want more in all ways