Nextview 

Consulting

Bewertungen

Danke!
Das ist doch ein ausgewogener Kommentar. Die Karriereplanung/-begleitung sehe ich auch als verbesserungswürdig.

Danke und alles Gute!!!!!

Dear R,
to be honest, first I wanted to ask kununu to delete your remarks because I find them extremely emotional and sometimes factually incorrect. I was also surprised, because the event happened first half of last year. What happened there has not much to do with what happens today.
But...I also saw that you evaluated some areas positive and in some areas I have to admit, you were right in your case. This is why I would like to comment on your remarks:

"An EGO toxic all male management" - I really do not see what your case has to do with ego toxic or all male, which is factually incorrect. We have in important positions women working. Of course, in technology you are working normally more with male colleagues than female. My predecessor was a woman. This is a feedback I really would like to neglect.

"weak management acted aggressively and kicked me out while my projects were successful. just because i was taking an active part as i was asked to do." - I do not see my management colleagues that were involved as weak. And I definitely do not know any situation where I saw aggressive behaviour. Some of these managers might be inexperienced. And I agree that our process was inadequate for a situation where a contract is terminated and a human being is put into a difficult situation.
"My manager never spoke to me except for when they let me go." - The process followed was formally in order, it is the employer's and the employee's right to terminate within the probation period, even without reason. Like you, I am not at all happy how communication and feedback worked until that day. I believe you when you say you were not aware that your manager was not satisfied with your performance.
"such a toxic male environemt cannot be fixed." - I strongly disagree. After your case we immediately picked this problem up. All managers were trained on people management and communication. The process was changed, all people being in probation have at least one generous feedback discussion with their manager, HR must be present, feedback is documented. I apologize for this inadequate process and I hope you see we immediately learned from that.

The rest I do want to comment on, your remarks are either positive (thank you) or overly emotional and not really fact based (from my perspective).

I think I can say I was personally shocked to read your comment since a good company culture is very important for me. But I also have to see and accept when we did not live up to our own standards. I hope your professional experience is a more positive one now. I wish you all the best for your future and thank you for your feedback.
Lars

Lieber Mitarbeiterin,
vielen Dank für Dein ausführliches und ehrliches Feedback! Es freut uns sehr zu hören, dass Du unser Engagement für Diversity und unser soziales Bewusstsein sowie die Kompetenz unserer Kolleg*innen wertschätzt. Insgesamt finde ich viele positive Aspekte, das ist doch schön.

Gleichzeitig nehmen wir Deine kritischen Punkte sehr ernst. Ich finde es schade, dass Du dieses Feedback anonym gibst und keinen der Punkte in unseren regelmäßigen Gesprächen kommuniziert hast. Die enge Zusammenarbeit mit den Niederlanden war von Beginn an Teil unserer Struktur, doch wir verstehen, dass die Balance zwischen lokaler Autonomie und globaler Ausrichtung verbessert werden kann. Du als Führungskraft hattest je genau diesen Auftrag, Strukturen und Prozesse zu schaffen, die uns unabhängig machen. An der Vereinfachung interner Prozesse sowie der Stabilisierung unserer Strukturen arbeiten wir kontinuierlich, um Unruhe zu minimieren und das Team bestmöglich zu unterstützen.
Überrascht hat mich die Aussage, dass Mitarbeiter ohne Ankündigung kurz vor Ende der Probezeit entlassen werden. Vielleicht kannst Du hier Deine Quellen noch einmal hinterfragen.

Deine Verbesserungsvorschläge helfen uns dabei, als Organisation zu wachsen und uns zu verbessern – vielen Dank dafür! Dir viel Erfolg bei Deiner neuen Herausforderung.
Solltest Du noch weitere Ideen oder Anregungen haben, stehen wir jederzeit für ein persönliches Gespräch zur Verfügung.

Hey,
vielen Dank für dein tolles Feedback! Es freut uns sehr zu hören, dass du Nextview als einen deiner coolsten Arbeitgeber empfindest. Besonders die Atmosphäre (We work as friends :slightly_smiling_face: ) ist uns wichtig, und es ist super, dass du das genauso siehst.
Deine Anmerkungen zur Work-Life-Balance und den Weiterbildungsmöglichkeiten bestätigen uns, dass wir auf dem richtigen Weg sind. Auch wenn unser Name in Deutschland noch nicht überall bekannt ist, arbeiten wir daran, das zu ändern – mit deiner Hilfe wird das sicher gelingen! Wir schätzen dein Feedback sehr und sind froh, dich im Team zu haben! Liebe Grüße Sarah und Lars

Vielen Dank für dein ausführliches Feedback!

Wir freuen uns riesig, dass du die Weiterbildungsmöglichkeiten und die Expertise unserer Kollegen schätzt. Es ist toll zu hören, dass die Arbeitsatmosphäre, Kommunikation und der Zusammenhalt im Team bei dir so positiv ankommen.

Deine Anregungen zu mehr Events, besserer Projekt Governance und dem variablen Gehaltsmodell nehmen wir uns zu Herzen und werden sie intern besprechen. Auch der Hinweis auf mehr Zeit für interne Aufgaben ist super und wird in zukünftige Planungen einfließen.

Dein Feedback motiviert uns, weiter an einer tollen und unterstützenden Arbeitsumgebung zu arbeiten. Danke für deine Offenheit – wir freuen uns darauf, gemeinsam weiter zu wachsen!

Sarah und Lars

Liebe Kollegin, Lieber Kollege,
vielen Dank das du deine Erfahrung hier mit uns teilst.
Deine Einschätzung bestätigt uns, dass wir auf dem richtigen Weg sind und uns kontinuierlich verbessern.
Wir möchten ein Arbeitsumfeld schaffen in dem sich die Mitarbeitenden wohl und wertgeschätzt fühlen.
Für deine Zukunft wünschen wir dir Alles Gute und bedanken uns für deine Zeit bei uns.

Lieber Kollege, Liebe Kollegin,

vielen Dank für das Teilen deiner persönlichen Einschätzung und Meinung.
Wir finden es Schade über das Portal negative Kommentare/ Reviews zu erhalten und können nur weiterhin kontinuierlich das Angebot machen sich bei konstruktiver Kritik und persönlichen Anliegen direkt mit uns in Kontakt zu treten. Auch dir steht dieses Angebot jederzeit frei.
Wir sind im Umschwung, haben ein deutliches Zeichen zum commitment gesetzt und unser Blick geht voraus.

Huub WatervalPresident & FounderJuli 2023

Dear Colleague,

Probably one of my last personal responses as I have recently moved to a new role. However you still deserved an answer from me ;)

First of all, thank you for taking the time to write this review. Honestly, I think it is a good perspective on how things really are. Secondly and as always, we will take your comments into consideration and see what we improve.

Last but not least, I hope you keep on enjoying working with us.

best regards, Huub

Huub WatervalPresident & FounderJuli 2023

Dear colleague,

This is my last review, as I have recently moved to a new role. However, responding to you was still on my to-do list. I think you have provided a spot-on analysis. Essentially the glass is half-full or half-empty. There can be seen many things behind many numbers, but basically it all comes down to trust and to see the intentions. I think you describe that well. I am also pleased to see that some of our actions already had impact.

I wish you all the best, and as always, we will take all your comments into consideration.

best regards, Huub

Huub WatervalPresident & FounderMai 2023

Dear colleague,

Thank you for taking the time to provide this feedback. My apologies for writing this in English, since my German is not flawless, and I do not want that things get lost in translation. Nuances are important. I am going to be completely honest here. It is always hard to 'defend' ourselves against comments we feel are not giving an accurate view of our company. In this case, we know that a few people have been very negative and have also left very negative online reviews. Although the previous answer is correct, I feel we should provide more nuances to it.

On Glassdoor I have always responded personally to every review. Hence why I will provide you with my perspective here. I feel sorry that you never tried to reach out to me personally, especially since you have experienced the situation as bad as you are describing.

Verbesserungsvorschläge - the restructuring of the hubs and opening of the new offices is in line with the strategy of Salesforce in Germany. During covid (we planned expanding to the German market beforehand) when we started in Germany it was less important where people were located. Nobody also knew how the new hybrid working situation would develop. Three years later we see the need to gather in offices again. To see each other and meet with customers and our partner Salesforce. That is why we openend the offices, all of them are flexible so they can grow with the team, and in some cases, the teams even selected the offices themselves. I think an excellent example of how it should be.

With regards to your example of leading by example (manager taking holidays during year end / start new year) I think you are missing important pieces of information. Let me provide the whole story.

The situation you are referring to with the manager and the leading by example relates to a specific situation and I feel this is pulled out its entire context. End of last year we setup a new management team in Germany. When I asked the new manager to take the Managing Director role and to get the business to the next level, he immediately said yes. Although he knew this would be very challenging. His loyalty towards the team and the company are without question.

He had however a holiday planned, since his best friend would get married, unfortunately for us, at the other side of the world. He told me this immediately and we discussed the situation. We knew this would not help in the first months in his new role, but as said, this was already planned. So he was even present during important meetings in his holiday, and during different time-zones. Just to make sure, his absence would not be a stumble block. This is the real story. It was also not a secret, so I do not recognize your statements (un)fortunately.

The previous management had hired a lot of (junior) people that did not have prior consulting experience. Often we have hired the best people outside of our own industry, but in this specific case it led to a let of questioning and explaining about how things work that are actually quite normal in a consulting company. One of those things is the bonus structure.

The statement that holiday goes at the expense of the bonus is not valid. The abrevation is even called URVE (Utilization Rate Vacation Excluded), which means that we actually deduct the holiday hours before calculating the % of billability. This is a widely used system.

Furthermore, the statement that unlimited holidays are a hoax is not valid. That there are still rules is normal. In general, we believe that everyone has their own responsibility toward this concept. We have been using this concept for over two years (in our third year now) and have very positive feedback about it. Also, our numbers show that people have taken more holidays than usual. The belief behind it is that we are primarily concerned about output and not how many holidays someone takes. It is, however, not a free ride to not show up at work ;)

Arbeitsatmosphäre - I am sorry to see your score. And to be honest, I don't feel its a true reflection of the atmosphere. I do agree that there was some negatively lately. Everyone can see that suddenly there are five negative reviews, while we have been in business for years and have honestly never experienced that before. Nextview has just received news that we are again a Great Place to Work, for the seventh year in row and even in the second year in Germany. Out of 180 companies that partcipate, we were again in a top 10 position. We are not perfect and we can always improve, but this score is certainly not a true reflection.

We know that a few people have been very negative and have also left very negative online reviews. We know you are part of that group, and we also feel that if people feel structurally uncomfortable being at Nextview, they should find happiness elsewhere. Otherwise, it is just a waste of energy from both sides. It is not that there is no room for feedback, on the contrary, within Nextview there is a lot of room to address topics and everyone, including myself will listen and act if possible.

Kommunikation - I have to relate to my previous answer. I find it extremely important to be very transparant. People that work within Nextview of have worked with us will immediately say that they have never ever experienced this elsewhere. It is just who we are. We will also say if things are not going according to plan. We will never try to make up things or create hidden agenda's. I really feel that there is more emotion behind your score than rationality. Again, we are not perfect and are always trying to improve. Especially communication is really hard to do it well. I personally always try to see the intent of a person and/or a message, and that often helps to get into a good dialogue ;)

Kollegenzusammenhalt - you speak about cultural differences, in an international company these will always be there. It is also what makes it interesting. Nextview is now active in 6 countries and has more than 18 nationalities on board. It is not a German business. It is also not a Dutch business. It is a European Salesforce Boutique with currently around 200 valued colleagues. Differences should be appreciated and respected, it is what makes us unique.

Work-Life-Balance - I think this point we already touched a bit before. It relates to experience with consulting. We do not encourage overtime. We also do not pay for it (otherwise it would be encouraged). We certainly do not expect it, or ask for it. On the contrary, we encourage everyone to keep the balance, even with our Nextview Manifest, we have detailed out a lot of behaviors that we feel are important. Like doing sports during the day. Or just thinking f*** it for today. Your comment about the bonus I already covered before, your statement is not valid.

Gleichberechtigung - your statement that the URVE bonus is not for the management is not correct. Alle the middle management have team bonusses that are also based on the same methodology. Our sales people and sales related roles have bonusses based on revenue. The management board actually did not have bonusses until last year. And actually we paid out all the bonusses to all colleagues last year that earned a bonus. The only difference is, we did not pay out the bonus to the management board, because in that way we could guarantee that we could payout our people. That is what really happened and that is who we are. We have also communicated this, so I do not understand your comment here.

Gehalt/Sozialleistungen - Regarding the inflation correction, we did not do a general and collective inflation correction towards our people. We also know that it was just in this specific part of the company that people were asking for it. We index our customer rates yearly, which is part of the ordinary course of business. Although the two are related economically, the connection you are making here is not accurate by far.

Even stronger, we have never done collective raises because we feel the concept is outdated. Instead, we look at individual performance and do individual raises. I just looked up the numbers, and this year to date, we have done 48 individual salary raises. These are discussed as part of the yearly performance cycle. The average raise (in case of a raise) has been constant for years and is around 7%.

To conclude, I never had to respond in such a way and feel that I need to defend our company. However a lot of your statements are just not accurate and I also feel that they do harm to everyone that is proud about working at Nextview. I feel sorry that you left us with all these emotions, but I unfortunately can not turn back time. However you have my number and I will always listen to you and see if I can learn something from it.

best regards, Huub

Liebe Kollegin, Lieber Kollege,

vielen Dank für deine Bewertung. Uns ist eine offene Feedback-Kultur sehr wichtig, daher nehmen wir deine Rückmeldung ernst und besprechen die angeführten Kritikpunkte im Team.
Nach fast 3 Jahren auf dem deutschen Markt ist in den letzten Monaten viel Bewegung im Team, was uns dazu bringt unsere Strategie anzupassen. Die Eröffnung der Hubs beispielsweise soll den Kolleg:innen Raum bieten um gemeinsam arbeiten und sich auszutauschen zu können.
Trotz all der negativen Kritik, freut es uns das du auch die positiven Aspekte wie Gleichberechtigung, unser soziales Engagement und die Weiterbildungsmöglichkeiten anerkennen kannst. Vielleicht ist dies ein door opener für ein konstruktives Gespräch.
Ich bin für dich erreichbar unter sarah.waterval@nextviewconsulting.com

Wir wünschen dir Alles Gute.