Jimdo 

GmbH

Unternehmenskultur

During my time at the company, I found the work environment to be quite tense, particularly for new employees. It often felt uncertain, as there were frequent mentions of colleagues either leaving or being let go. This contributed to a general sense of instability that made it difficult to feel secure in my role. Personally, I began exploring other job opportunities as early as my second week, as I felt the environment wasn't the right long-term fit for me.

While the company promotes flexible hours and remote work as key benefits, my experience didn’t fully align with those expectations. Employees are required to digitally log their start and end times each day and submit a monthly record of hours worked. There also seemed to be an unspoken expectation to consistently work beyond standard hours, which made it difficult to maintain a healthy work-life balance. Ironically, I found remote work here to be more demanding than my previous in-office roles elsewhere.

In my experience, the workplace atmosphere felt highly competitive and tense. Colleagues didn’t often collaborate or support one another, which I believe was influenced by the overall sense of job insecurity. It sometimes felt like people were more focused on self-preservation than teamwork, possibly due to the frequency of staffing changes. Unfortunately, this made it difficult to build trust or strong working relationships. Personally, it wasn’t an environment where I felt I could thrive.

In my experience, onboarding and training processes were minimal. New hires were often expected to become productive quickly with limited guidance, relying mainly on documentation rather than hands-on support. It felt like a "sink or swim" approach, where asking questions didn’t always result in helpful responses, either from the team or management. There also appeared to be little tolerance for early mistakes, and I didn’t observe a culture that emphasized learning, development, or second chances. Feedback, when given, tended to be vague and subjective, which made it difficult to understand how to improve or meet expectations. Overall, I felt that the environment lacked the structure and support necessary to help employees succeed.

In my experience, there was a lack of clear team structure and accountability, which made collaboration challenging. At times, it felt like responsibility for issues was shifted around rather than addressed constructively. I also observed that some managers seemed unsure about role expectations or onboarding processes, which contributed to confusion within the team.

From my perspective, task distribution within the team lacked clear structure, and new employees were often left to determine their own responsibilities with little guidance. Without a formal onboarding plan, it was challenging to understand expectations or how to best support the team. If someone struggled to adapt independently, accountability was placed on the individual rather than on management to provide direction or leadership. This contributed to a feeling of uncertainty and made it difficult to succeed.