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Mitarbeiter:innen nehmen bei diesem Arbeitgeber vor allem diese Faktoren wahr: Sich kollegial verhalten und Kollegen helfen.
Die folgenden Benefits wurden am häufigsten in den Bewertungen von 61 Mitarbeiter:innen bestätigt.
Homeoffice
Flexible Arbeitszeiten
Mitarbeiter-Events
Gute Verkehrsanbindung
Internetnutzung
Betriebliche Altersvorsorge
Diensthandy
Coaching
Gesundheits-Maßnahmen
Rabatte
Mitarbeiter-Beteiligung
Betriebsarzt
Barrierefrei
Parkplatz
Kantine
Firmenwagen
Hund erlaubtThe products that reev has developed recently are very good and therefore among the best on the market compared to the competition.
Initially all was good. Lots of opportunity to learn and improve. Hybrid work. Always accept new an positive change
Certain atmosphere that makes the job more interesting, great company to learn a lot, supportive colleagues.
The few ex-colleagues which made it fun to work that are still left. We head really great, smooth, fun teams until it got re-shuffled a couple of times to end up in the old setup without addressing the underlying issues. Making it easy for skilled people to say goodbye …
- Many colleagues are excellent, and for many employees, they are a significant reason for remaining with the company.
- The products are generally of good quality, although their development is often slow and lacks clear focus.
Having worked at reev for several years, I’ve seen the company through many stages. It used to be a vibrant, collaborative environment with a clear sense of purpose in the e-mobility space. However, recently, there has been a noticeable downturn. Many of the talented, long-term coworkers who built the foundation of the company have moved on, and the atmosphere isn't what it used to be. It’s a shame to see the culture change so rapidly after such a strong ...
Recently, there has been a noticeable decline in task coordination and alignment with broader organizational goals. Long-term employees are not receiving the recognition or support they deserve, which has impacted morale and loyalty. The current approach tends to focus narrowly on immediate tasks, often at the expense of long-term strategic objectives.
Additionally, the quality and frequency of feedback have been lacking, making it difficult for team members to grow and align with expectations. Leadership and management practices need improvement, particularly ...
- The company does not invest in people or at least care about their contribution. Therefore, when many good people leave the company they don't have any action to keep the rest but hiring new employees for replacement. Seems like they believe that the new employees could be better. Therefore, they don't really worry about people leaving.
- HR department is not functioned or they just work for the managers and do exactly what the managers tell them. Basically, they ...
Strategy: It would be great if strategies were pursued for longer than just three/six months. The constant change of strategy creates uncertainty among employees.
Realistic goal setting: Define goals based on market realities rather than detached from them.
Appreciation and recognition: A certain level of appreciation, especially from the C-level and Head-of levels, would be fantastic and would help motivate the workforce.
Zielsetzungen realistisch & somit motivierender gestalten; Mehr Invest (vor allem durch zeitliche Ressourcen) in Weiterentwicklung; day-to-day Feedbackculture etablieren und nicht nur jährlicher Cycle; mehr Balance im Workload; Unterstützung für verbesserte Kommunikation & Kollaboration
Hire actual experts, not friends with 2 years of experience.
Cliques and politics will not get you far away from where you are. Same place for the last 6 years or even less.
I strongly recommend prioritizing the hiring of leaders with deep, proven industry experience for senior roles. Currently, there is a gap in experienced leadership that is affecting strategic stability. Additionally, management should focus on retaining and respecting long-term, senior employees. These individuals carry the company's 'institutional memory,' and losing them to a poor culture or lack of appreciation is hurting team morale and productivity.
Create clear growth solutions, salary increase on a yearly basis + performance based. Many workers do much more and are not appreciated for that.
Der am besten bewertete Faktor von reev ist Gleichberechtigung mit 4,3 Punkten (basierend auf 19 Bewertungen).
es wird kein Unterschied gemacht
Women and men have the same opportunities, mothers can adapt their working hours flexibly due to their children
Fairness and respect are part of our values.
In terms of gender equality, the company treats men and women equally, ensuring fair treatment regardless of gender. However, those who have good relationships with management often receive preferential treatment. This can lead to seemingly random promotions and advantages that are not based on merit, which undermines the overall fairness in the workplace.
Full equality.
Der am schlechtesten bewertete Faktor von reev ist Karriere/Weiterbildung mit 3,2 Punkten (basierend auf 22 Bewertungen).
Durch wenige hierarchische Ebenen sind „Aufstiegschancen“ eher kaum gegeben und trotz theoretisch „Growth Goals“ kann wegen Mangel an Zeit davon selten etwas praktisch umgesetzt werden.
In theory, but nothing in reality
Es werden Sachen bezahlt, wenn du dich proaktiv drum kümmerst
Various training options are presented, but they are rarely utilized and seldom discussed after their initial introduction. Most knowledge must be self-taught, often relying on colleagues or internal articles. Career advancement is typically achievable only if one builds good relationships with management, rather than through formal training or merit-based promotions.
An attempt was made with the introduction of a growth planning tool. In reality, however, it is not really used and is not really helpful in advancing one's own career. Effectively, the unspoken rule is: get on well with management and they will advance your career.
