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Jetzt Profil vervollständigenBasierend auf Daten aus 2 Bewertungen schätzen Mitarbeiter bei Highspot Germany die Unternehmenskultur als modern ein, während der Branchendurchschnitt in Richtung modern tendiert. Die Zufriedenheit mit der Unternehmenskultur beträgt 4,3 Punkte auf einer Skala von 1 bis 5 basierend auf 5 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.
Einsatz wertschätzen oder Den Mitarbeitern sagen, was sie besser machen können? 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.
Due to the joint cooperation with the EMEA office in London and the North American unit, English is the daily lingua franca. On the Central European level, German is predominantly spoken. Depending on whether the colleagues in question are present in the office or working remotely, either a direct conversation or a quick chat via Slack are possible to clarify any functional or technical questions. Besides, plenty of separate time slots enable the occasion to discuss them in a broader group.
Organisational matters are touched in two ways: firstly, through weekly meetings on the entire EMEA level, whose agenda includes the revision of both the regional and North American state of affairs and
secondly via weekly meetings taking place within the Central European unit only.
In both cases, the key decisions and insights are being shared by email and/or Slack.
However, one point worth improving would be a more profound communication of certain decisions, especially in case of a turnover or a colleague being on a longer sick leave. This would facilitate the design of an intermediate or permanent solution to avoid surprises while dealing with clients.
The team spirit within and across the local and functional teams is healthy and dynamic thanks to a collective attitude, mutual helpfulness and the readiness to exchange knowledge. Depending on the place, a discussion is possible within minutes either directly in the office or via Slack.
Moreover, it is worth noting that the fluctuation across all teams is extraordinarily low, which counters some prejudice that some might have while thinking of a typically American company.
Another strength of Highspot’s is the explicit emphasis on accomplishing and maintaining a sensible balance between the professional and private life in accordance with the aforementioned guiding principles. With this in mind, an open dialogue with the supervisor is crucial in order to have the future capacities assessed in a realistic manner.
From my personal experience, I managed to handle the workload excellently in spite of “juggling” several customer projects at the same time. The applied implementation methodology is another key contributor, which highlights the differentiation of duties between the Service Team member and the customer.
Thus, individuals with a structured style of work, who are additionally versed in implementing projects, should be able to connect quickly with the prevalent mode.
Moreover, a flexible mode of work is supported - be it a mix of remote working with a presence in the office or a purely remote approach.
Just as the employees, the supervisors are abiding by the guiding principles, which I outlined in an earlier section, in order to set a leading example.
I observed this commitment regardless of whether I was dealing with the direct supervisor of mine or a representative of the C-level.
The scope of responsibilities as a Services Team member is varied thanks to the following aspects:
- The regional team is about to gain more autarchy, which is providing additional opportunities to make a difference (e.g. by participating in the interview process, mentoring new hires etc.),
- A diversified customer portfolio, meaning that the implementation itself is positively challenging from customer to customer due to varying requirements. The corresponding experiences gained from each project result in synergies from numerous nuggets of knowledge to create and transfer valuable findings to the clients.
- A flexible methodology of implementing projects instead of an execution by the numbers,
- Regular occasions to commit oneself to an internal initiative to build knowledge on a specific process, resulting in a new set of valuable best practices distributed across the entire team
All in all, this versatile combination of tasks strengthens one’s role as a brand ambassador to boost Highspot’s image across the region - to my personal satisfaction.
On a purely internal level, the ambience within the Central European unit is calm and vibrant thanks to the presence of colleagues of various backgrounds, who are ambitious, willing to help and open to exchange information.
In combination with the EMEA office in London, with whom the cooperation is intertwined, the ambience gains an additional, international touch reflecting an Anglo-American spirit. Furthermore, the corporate guiding principles are founded on the values of mutual respect, teamwork, thirst of knowledge, constant improvement etc.
At the end of the day, this type of culture is a matter of the individual preference, which is touched during the interview process. Cosmopolitans should be able to adapt swiftly and flexibly.