Great Engineers and Tech Stack, bad leadership and managers
Verbesserungsvorschläge
Reward the workers who are working hard, hire the right people to lead and manage.
Arbeitsatmosphäre
There are many brilliant engineers but also slackers who somehow got hired by another slacker. The worse thing about working for EWD are the managers specially most of the IT Head ofs and Engineering Managers. They either got promoted because of boot licking or connections as some of them have zero people skills, lack empathy, does not understand the tech stack at all or the problem we are solving. All feedbacks go down the drain when it comes to "Leadership" because as the Head of People rightly said one time - "We will always protect our leadership".
Work-Life-Balance
40 hours on paper, actual 55-60 hours work because they want everything yesterday and everything is priority one. The prioritization process and sense of ownership in the leaders deserve a stand up comedy show on its own.
Gehalt/Benefits
Zero pay raise since the past 3 years although we're always making record profits. However the Head ofs and Management are either enjoying their unlimited PTOs playing Golf somewhere in the US or taking 2 weeks off every 2 months while the engineers work hard so they can present them in their fancy ppts
Kollegenzusammenhalt
What the leaders, managers and head ofs drag down.... the spirit of fellow engineers make up for it! Change the leadership and management to be more empathetic and understanding... sending them for ppt trainings and Miro board exercises won't help! The only reason a lot of people aren't quitting are either because of the current job market situation or their fellow engineers. Also some slackers love to celebrate fixing bugs on production they created and shouldn't be there in the first place. They will tell you they're AI forward but what we're really celebrating these days are who consumed the most Claude tokens not the ROI or the impact of using AI. We're also now using AI to understand presentations generated by another AI while the presenters are just mediums.
Vorgesetztenverhalten
This is the worse part. People with zero if not even an iota of people skills are made managers and head ofs. They like to bask in the light of your hard work in front of the C Levels, champions of taking credits but zero responsibility when you make a mistake or to protect you.
Kommunikation
Communications are pretty clear when it comes to cutting off benefits or zero pay raise or that one setback in an entire year. We have a wall of praise where we praise people for making ppts, setting up outlooks events and copy pasting Jira tickets but never for the actual engineers who work hard.
Gleichberechtigung
A very LGBTQ+ friendly, 50+ nationalities and counting. Love the people here!
Image
Karriere/Weiterbildung
Umwelt-/Sozialbewusstsein
Umgang mit älteren Kollegen
Arbeitsbedingungen
Interessante Aufgaben
Arbeitgeber-Kommentar
Dear colleague,
thank you for taking the time to share your detailed feedback. While we are sorry to see that your overall experience has led to frustration, we appreciate your openness and the effort you put into describing your perspective.
We are particularly pleased that you highlight the strong spirit among your fellow engineers as well as our diverse and inclusive culture. These are aspects that many colleagues actively contribute to every day and that we are proud of.
At the same time, we take critical feedback seriously. Some of the points you raise, especially around leadership, workload, recognition, and communication, are topics we continuously discuss and work on. While individual experiences and perceptions can differ, we want to assure you that feedback does not disappear "into a drawer." We place a special focus on leaders because they have a significant impact on the employee experience.
We would also like to emphasize that a healthy work-life balance is important to us. If you regularly find yourself working significantly beyond your contractual hours, we encourage you to speak with your Team Lead, Engineering Manager, or People Partner so that we can better understand and address the situation.
Regarding compensation and salary development: While the individual outcomes may vary based on several factors, the claim that employees have not received any total compensation adjustment for several years does not reflect our overall compensation processes. In general, for a deeper and more detailed conversation, please feel free to approach your People Partner or your any member of the People Team so we can share again the factors contributing to previous salary rounds.
Most importantly, we would like to invite you to continue this conversation. Whether directly, through your People Partner, or via one of our anonymous feedback channels. Understanding where we can better support you in your day-to-day work is far more valuable than leaving concerns unaddressed.
Thank you again for your feedback and for contributing your perspective.
Your People Team