Ihr Unternehmen?
Basierend auf Daten aus 9 Bewertungen schätzen Mitarbeiter:innen bei ESMT Berlin die Unternehmenskultur als eher modern ein, was weitgehend mit dem Branchendurchschnitt übereinstimmt. Die Zufriedenheit mit der Unternehmenskultur beträgt 3,6 Punkte auf einer Skala von 1 bis 5 basierend auf 53 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.
9 User:innen haben eine Kulturbewertung abgegeben. Diese Faktoren wurden am häufigsten ausgewählt, um die Unternehmenskultur zu beschreiben.
Umgang miteinanderModern
FührungTraditionell
FührungModern
FührungTraditionell
FührungModern
Hast du gewusst, dass es 6 Fragen zur Unternehmenskultur gibt, wenn du einen Arbeitgeber auf kununu bewertest? Hier sind die neuesten dieser Kommentare.
There were many meetings and coordination rounds, but I often wasn't clear on why certain tasks were prioritized. This sometimes created uncertainty about your own role and the company’s long-term direction. New responsibilities were frequently assigned without sufficient handover or documentation.
Most colleagues were the greatest to work with. Collaboration was enjoyable, people supported one another, and there was a strong willingness to learn from each other. At the same time, it felt like the culture had become increasingly competitive over the years.
This depended heavily on the department. In my case, the work-life balance was fairly good. Vacation planning was relatively flexible, although this flexibility did not seem to apply equally to everyone.
Many decisions were difficult to understand from both a professional and business perspective. Employees were sometimes excluded from processes they had previously been involved in. In addition, contradictory information was occasionally communicated. From my perspective, recurring problematic behaviors were rarely really addressed. At times it felt like certain individuals were treated more favorably.
My core responsibilities were genuinely interesting. Unfortunately, it often felt like that reliable and high-performing employees were “rewarded” with even more work. Additional projects were given clear goals, but their results frequently lost relevance shortly after completion.
It often felt like you constantly had to prove yourself. Good work was appreciated, but there seemed to be little understanding that quality also requires time. In addition, employees were regularly assigned projects or extra tasks whose long-term value wasn't always clear.