Basierend auf Daten aus 23 Bewertungen schätzen Mitarbeiter:innen bei ProCredit Holding die Unternehmenskultur als modern ein, was weitgehend mit dem Branchendurchschnitt übereinstimmt. Die Zufriedenheit mit der Unternehmenskultur beträgt 3,1 Punkte auf einer Skala von 1 bis 5 basierend auf 42 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.
23 User:innen haben eine Kulturbewertung abgegeben. Diese Faktoren wurden am häufigsten ausgewählt, um die Unternehmenskultur zu beschreiben.
FührungModern
Strategische RichtungModern
Umgang miteinanderModern
Umgang miteinanderModern
Strategische RichtungModern
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The working atmosphere is poor and demoralizing. Salaries are ridiculously low, and increases are often below the yearly inflation rate. Is important to emphasize that there are no bonuses. Employees are treated unequally, with some receiving extra benefits while others get nothing. Management does not praise or recognize employees at all. Decisions are unfair, especially about salaries, creating distrust and low morale. People feel undervalued and ignored. Communication is weak and teamwork suffers. Promotion opportunities are scarce and often unfairly distributed. Poor management decisions are destroying motivation, loyalty, trust, and the overall functioning of the organization.
Work-life balance is very very bad due to understaffed teams, excessive working hours, low pay, and unrealistic project requirements. Management knows how to demand high performance and ignore overwork, but when it comes to fair compensation, both eyes are closed. Employees rarely receive (except for those on the “favorite” list) what they truly deserve, only stress, insecurity, poor treatment, and a lack of development opportunities, as even training is minimal because the company wants to save costs.
Colleagues rarely work well together because leadership sets a weak example. Managers fail to encourage honesty or direct communication, and their behavior often fosters mistrust and competition instead of collaboration. As a result, employees are hesitant to speak openly or support each other. Whether management realizes how bad the situation is or simply find it easier to look the other way, I suspect it’s the latter.
Recently, several new leaders have been appointed, but their approach often seems disconnected from the company's stated values and core principles. Conflicts are badly and unprofessionally managed, and employees are rarely involved in decision-making. Goals are sometimes unrealistic, and decisions are not always clear or easily understood, creating confusion and frustration (maybe they don't know what they want themselves, who knows). Salary distribution remains a significant issue, with only certain favored employees receiving meaningful benefits while the majority are left behind, this inequality undermines motivation, trust, and team cohesion, and is worth emphasizing in every section. At times, the company feels more comparable to a bazaar than a structured banking institution. To improve, leadership especially at management level should prioritize transparent communication, equitable recognition, and structured employee participation in decisions. Such measures would strengthen morale and foster accountability. In this context, the company is a run-away as fast as possible!!!
Core working hours are 9 a.m. to 4 p.m. Working from home is not encouraged. Employees are only allowed to work from home 1.5 days per week. This rule does not apply to all employees. Some employees or departments are allowed to work from home 2 days per week.