Ihr Unternehmen?
Basierend auf Daten aus 33 Bewertungen schätzen Mitarbeiter:innen bei Kühne Logistics University die Unternehmenskultur als modern ein, was weitgehend mit dem Branchendurchschnitt übereinstimmt. Die Zufriedenheit mit der Unternehmenskultur beträgt 3,0 Punkte auf einer Skala von 1 bis 5 basierend auf 60 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.
33 User:innen haben eine Kulturbewertung abgegeben. Diese Faktoren wurden am häufigsten ausgewählt, um die Unternehmenskultur zu beschreiben.
Umgang miteinanderModern
Work-Life BalanceModern
FührungTraditionell
FührungTraditionell
Strategische RichtungModern
Hast du gewusst, dass es 6 Fragen zur Unternehmenskultur gibt, wenn du einen Arbeitgeber auf kununu bewertest? Hier sind die neuesten dieser Kommentare.
The overall atmosphere depends heavily on the individual manager. While some (very few!) leaders are supportive and competent, others create an environment characterized by uncertainty, frustration, and low trust. Many employees feel increasingly disengaged because expectations rise continuously while support remains limited.
Communication within teams is often effective. Communication from leadership, however, is frequently slow, unclear, non-committal or incomplete. Important decisions are often communicated after the fact, which contributes to frustration and uncertainty.
One of KLU's greatest strengths is its employees. Colleagues are generally supportive, collaborative, and willing to help each other. The strong team spirit often exists despite organizational challenges rather than because of them.
Flexible working hours and the home office policy are positive. However, workload and pressure vary significantly between departments. In some areas, employees regularly face increasing expectations without corresponding resources.
This is the area with the greatest need for improvement. There are recurring concerns regarding leadership competence, communication, transparency, and emotional professionalism. Very few managers demonstrate strong leadership qualities, but there are also examples of emotional outbursts, inconsistent decision-making, and a lack of understanding of fundamental operational and employment-related matters.
I joined KLU after working at two other private universities abroad. I chose KLU because I expected a small, international university to have less hierarchy and more room to bring ideas forward and implement projects. I was recruited internationally for an imminent project and explicitly told German would not be required because KLU was an international, English-speaking university. Almost two years later, after successfully completing that project, I was dismissed because German had supposedly become necessary for more Germany-focused projects. I had an unlimited contract and received no prior warning, improvement plan or indication that my job was at risk. I was told during my performance review, when I had planned to ask for a salary increase because I believed my performance was good.A few months later, my former manager hired a friend. Typical KLU behaviour. This action reinforced my impression that personal connections can matter significantly in recruitment. The culture is highly hierarchical, with a clear gap between faculty and staff. Staff are often expected to accommodate faculty while receiving dismissive, arrogant or condescending communication in return.