A Stepping Stone, Not a Place to Stay
Schlecht am Arbeitgeber finde ich
Turnover is extremely high, which has a negative impact on the overall atmosphere and even leads long-standing employees to leave, taking valuable knowledge with them. Instead of addressing this issue and working on possible solutions, management largely ignores the problem
KLU may be a suitable employer for young professionals who want to gain initial work experience and then move on after a relatively short time. However, for those who are looking for a positive work culture, want to make a difference, contribute actively, or help develop the field of education, this is not the place to be.
Arbeitsatmosphäre
Long-standing and high-performing employees often leave, while underperforming employees tend to stay. Effort, potential, and talent are supported only to a limited extent, and in very few cases. Talent is only supported if management decides to do so, rather than as a standard for all employees.
High turnover is common, as many good employees choose to move on when poor performance is tolerated.
Initiatives such as a yearly workshop day, a summer & Christmas party, a fruit basket, a monthly town hall meeting, or monthly health workshops on topics like nutrition do little to improve the overall atmosphere—they are like a drop in the ocean.
Image
The company puts a lot of effort into its external image, particularly in Vietnam, while the Hamburg location often seems neglected and less prioritized.
Work-Life-Balance
Work-life balance is somewhat supported: employees can work from home up to 50% of the time, and working hours can be relatively flexible depending on the department. However, exceptions to the 50% home office allowance exist for some employees, which can be perceived negatively, as it is seen as unfair when not applied consistently.
Depending on the department, there may be vacation restrictions, and working on weekends or public holidays can sometimes be required, which is far from ideal.
Karriere/Weiterbildung
Opportunities for professional growth are very limited. Training or further education is only possible if the budget allows and if you proactively pursue it yourself, or if your manager decides it is worth investing in your development.
Access to certain offers, such as language courses, is not the same for everyone, which can create inequality. Otherwise, there is little chance to progress, and stagnation is likely. For those who want to grow and develop, advancement is very difficult.
Gehalt/Benefits
Salaries are well below industry standards, with no bonuses, Christmas pay, or similar benefits. Unlike at public universities, where raises are automatic, salary increases are not guaranteed. If you are not strong at negotiating, you may end up earning significantly less than colleagues doing the same job. Overall, there is uncertainty and stagnation due to salary freezes.
Umwelt-/Sozialbewusstsein
The university makes some efforts toward environmental sustainability, such as installing automatic hand dryers instead of paper towels. However, these efforts are undermined by constant flights to and from Vietnam and faculty traveling frequently to teach there.
Kollegenzusammenhalt
The right colleagues provide real support, making it clear that everyone is navigating the same challenges together.
Vorgesetztenverhalten
The organization is very hierarchical, with little direct access to leadership. Decision-makers are often out of reach, making transparency and employee influence limited.
Arbeitsbedingungen
Working conditions leave room for improvement. There are many unnecessary meetings, and in nearly every department, micromanagement exists to some extent.
Workplaces are relatively well equipped, but height-adjustable desks should be available for everyone, which is currently not the case.
Computers and technology are up to date, but monitors could be standardized and regularly renewed.
Overtime is handled differently across departments, which often leads to confusion and frustration.
Kommunikation
Communication is not transparent and tends to be slow, which often leads to frustration and uncertainty among employees.