Lack of strategic direction, stalled growth, and declining trust in leadership
Arbeitsatmosphäre
The atmosphere is tense and driven by pressure rather than trust. In stressful situations, communication often turns loud or aggressive, which creates insecurity instead of clarity.
Open feedback exists in theory, but critical voices face subtle negative consequences. As a result, most people stay quiet, disengage, and start looking for opportunities elsewhere.
Kommunikation
Communication is inconsistent and mostly top-down. Priorities change frequently, often without context or explanation, leaving teams unsure what actually matters. Strategic messages are vague and remain at slide-deck level, without clear actions or ownership.
Kollegenzusammenhalt
On an individual level, colleagues are supportive and professional. However, real team cohesion is weak because there are no shared goals, little continuity, and constant turnover. With many seniors leaving and heavy reliance on freelancers, sustainable collaboration and knowledge transfer hardly take place.
Work-Life-Balance
Work–life balance depends heavily on the project and the individual project manager.
Vorgesetztenverhalten
Leadership behavior is largely transactional. Employees are primarily seen as capacity rather than individuals to develop. Responsibility and pressure are pushed downward, while strategic ownership and support are missing.
Growth, feedback, and fair compensation do not seem to be priorities. The focus appears to be on keeping costs low rather than building sustainable teams, which leads to frustration, disengagement, and high turnover.
Interessante Aufgaben
A lot of web shops, some internat software, a few innovation consulting
Gleichberechtigung
There are many hierarchy levels and noticeable salary differences within the same roles. Decisions around compensation and progression feel inconsistent and are not transparent, which creates a sense of unfairness rather than equal opportunity.
Umgang mit älteren Kollegen
There are very few senior or long-tenured colleagues.
Arbeitsbedingungen
Work equipment is outdated and often limited to standard consumer laptops. This does not match the expectations or requirements of professional consulting and design work and slows down daily productivity.
Umwelt-/Sozialbewusstsein
Environmental and social responsibility do not appear to be a visible priority.
Gehalt/Benefits
Compensation is below market and below group average. Salaries have effectively stagnated over the past years, with no meaningful increases. Bonus schemes change frequently and are structured in a way that makes reaching the full bonus highly unlikely.
Overall compensation lacks transparency and does not reflect responsibility, performance, or experience, which strongly contributes to frustration and attrition.
Image
The group is well known in the market. However, the subsidiary itself has limited visibility and a weak standalone profile. Its positioning and areas of expertise are not clearly communicated, making it difficult to distinguish from competitors.
Karriere/Weiterbildung
There is good knowledge available within the group, and internal knowledge sharing can be valuable.
However, taking time for training or investing in external education is not actively encouraged. Training budgets are limited, and development often has to happen in personal time.
As a result, learning and growth depend largely on individual initiative rather than a structured, supported development strategy.