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30 Mitarbeiter:innen haben diesen Arbeitgeber mit durchschnittlich 3,0 Punkten auf einer Skala von 1 bis 5 bewertet.
Team, remaining Colleagues, flexible working conditions, modern tech stack
Workload, unrealistic targets/deadlines, constantly changing priorities, the chaotic organization, a management that does not trust it's workforce and lacks professionalism
After the takeover of free2move in 2022/2023 the complete old ShareNow management was replaced, the management structure is now completely led by free2move. In my opinion with these changes the company went constantly downhill, with erratic decision making, a layoff program and a generally high leave rate, combined with short-minded cost saving programs the conditions to work worsened.
Additionally a voluntary leave program was initiated, further increasing the workload on the remaining employees.
I worked mostly remote, one day in office. Overall pretty flexible.
My direct managers were always stellar. No comment over the C-Level..
I was provided with an Macbook M1 and an iPhone, the Berlin office was located in a WeWork co-workingspace. Overall pretty good.
In my team ok, however management decisions were often badly communicated and explained
For me it consisted of a base pay, a yearly bonus and additional on-call payouts, which was acceptable overall.
The yearly bonus fluctuates based on company performance, but was normally around 10% of gross yearly salary, for 2024 the payout was ~5%.
On-call was paid for primary and secondary shifts, although due to cost-saving the secondary shifts were eliminated, thus the overall on-call payouts were reduced.
Image nach außen, Kollegen, Home Office Regelung
Management, Perspektivlosigkeit
Ich glaube, der Zug ist abgefahren.
Free2Move hat Share Now kaputt gespart.
Image ist noch das beste am Unternehmen
Keine Wertschätzung der einzelnen Teams vom Managament
Direkte Vorgesetzten sind super, das Management unterirdisch
100 % remote
There is not a lot left to be very honest.
- A management that in my opinion often demonstrates a know-it-all-attitude and that seems to lack the willingness to manage the company based on consistency in their decision making, continuity in their priorities and transparency in their communication
- The absence of professional structures that would facilitate decision making and coordination
- The fact that many teams are in my opinion understaffed and have to work under permanently changing priorities and with unrealistically short timelines, which in my opinion often leads to poor work results and thereby hampers the company's development
- Retain employees with strong industry experience by involving them into decision making instead of ignoring their suggestions
- Implement more professional structures especially when it comes to planning and coordination across departments
- Ensure that the senior managerial staff is capable of managing a business with the volume and complexity of Share Now and Free2Move
- Ensure that communication towards the employees is authentic, honest and transparent instead of repeating the same superficial phrases again and again
I perceived a significant change in the working atmosphere after the acquisition of Share Now by Free2Move. I have the impression that the new management is not communicating honestly and transparently with the employees. As far as I can judge it, people are set under high pressure to reach goals that seem unrealistic to me. In my opinion this pressure is reflected in the way people work and interact: Overloaded with conflicting tasks and unrealistic timelines, the quality of work suffers and the interaction between teams is sometimes chaotic and insufficient. The way the management takes decisions seems to me to be very erratic and uncoordinated, which leads to frequently changing agendas and disorientation in the teams.
My impression is that the company always had a pretty good image as a good employer that is active in a future-oriented industry, offering products that are geared towards enhancing sustainable mobility. I think that this image also mirrored the company quite well for a long time. Recently though, I have had the feeling that the image of the company has started to decline due to the relatively widespread dissatisfaction in the company. Given the lack of direction, the chaotic management style and the negative atmosphere in the company I think that the image is still better than the actual working conditions in the company.
Working hours are relatively acceptable in total but at the same time very unpredictable and sometimes very unevenly spread. In my experience, the frequent and sometimes abrupt changes in the priorities and the oftentimes unrealistically short deadlines lead quite often to strong peaks with very long working hours. At the same time, the sudden de-prioritization of topics can also lead to phases of very little workload.
Budgets for training are existent and in my opinion they have usually been sufficient. Career development opportunities seem quite limited though and structured feedback and development processes within the company are also missing.
I think that salary and benefits are acceptable. Once hired the opportunities for further development are limited though.
Ok as well. I think it would be great, if the company offered CO2-compensation for work-related travel.
I have the impression that many teams were able to maintain a relatively good team spirit despite the negative overall atmosphere. At the same time, I think that the collaboration across teams and the sense of unity as an entire organization has suffered significantly in the last months. To me it seems like many people and teams are trying to cope with the chaotic and intransparent overall situation, the lack of clarity regarding the strategic direction and the mutual scepticism between the two merged organizations that seems to be still present in some teams.
Very few older colleagues are employed at Share Now. I have never experienced any issues regarding the way employees are treated that were related to age.
In my perception the overall management style of the management has deteriorated quite significantly since the acquisition. The management style varies between rudely accusing people of not doing their jobs and appreciating work results with overwhelmingly positive words. But even the appreciation often doesn't feel authentic since the decision making in the management appears to me as intransparent, erratic and inconsistent. Projects/topics/work results that are praised as instrumental for the company's success today can be de-prioritized or blocked tomorrow.
After multiple relocations the headquarter is now located in a co-working space, which is a decent solution. The provided company equipment is modern and company benefits are ok, too.
The Communications team is in my opinion doing what they can to provide transparency and to create a forum for open discussions. However, in my opinion the communication style of the leadership is not professional. I perceive the messages of the new management usually as superficial, repetitive, vague and simply not authentic. Also in the day-to-day communication I sometimes perceive arrogance and reservation when it comes to collaboration between the two merged companies, which is coming from both sides. Unfortunately, even some representatives of the management are contributing to this atmosphere in my opinion. In my perception, this further complicates the integration process of the two organizations.
I have not experienced any major issues around equality in the company. The underrepresentation of women on the various management levels is a problem though.
The company could be a very interesting place to work at given the very dynamic industry it is active in. Unfortunately though, my impression is that a lack of direction and prioritization leads to a rather short-sighted agenda that is often changed. Therefore, projects are often started and stopped again or prioritized and afterwards de-prioritized again. I also have the impression that a lack of resources and time for upfront planning often leads to poor work results. In the end it feels like a lot of valuable resources are wasted for frequently changing, understaffed and therefore rather poorly managed projects. These factors can turn very interesting topics into very frustrating experiences.
it's very important to become profitable, but you can't always do that so drastically and fast. Because then you also lose colleagues and trust. This sale has already tarnished SN's image somehow, unfortunately. The managers of F2M need a little bit more of the good SN culture and spirit!
a few more benefits would be nice, but overall I am happy with the conditions and the Teamspirit within SN
within my team is the atmosphere very good, but it changed overall a little bit. But I think his is normal, after another merge. Two companies needs to find one culture, the same processes, etc. This is always a long way and you and your colleagues need a longer breath.
very good. Flexible working hours and I can work 95% remote
Inhouse SN do not offer trainings, but there is a budget. You just need to organize it by yourself.
Mein Gehalt ist fair und Marktgerecht.
very good!
I have a very good, open and friendly exchange with my manager.
Fast nichts mehr.
Es wird viel geredet und geplant, jedoch nichts umgesetzt
Man sollte mal überlegen, wer die Firma am Laufen hält. Wenn kein Personal mehr da ist, hat man viel Geld für nichts ausgegeben.
N
Lächerlich, aber man will sich die Gehälter ja ansehen….mehr aber auch nicht
Ist auch der einzige Grund noch zu bleiben
Es gibt keine
Mehr Arbeit, weniger Personal und der verbleibende Rest muss alles tragen
Townhalls sind ja gut und schön , aber das ist nur schön reden
Im Kern junge, motivierte, mobilitäts-passionierte Menschen, die aber vom Unternehmenskurs der letzten Monate schwer enttäuscht sind und trotzdem zusammenhalten.
Es geht nur noch um die Profitabilität und nichts anderes. Die Übernahme war in jeglicher Hinsicht eine Katastrophe. Der Exodus der fähigen Mitarbeiter hat bereits im Herbst begonnen und wird sich fortführen.
Spätestens im Herbst werden beide Unternehmen gemerged und dann kommt die nächste Restrukturierung. Bis dahin könnte man ja sein change management überdenken und überhaupt mal eine schlüssige Strategie und Zukunft präsentieren, die über "Umsatz erhöhen, Kosten senken" geht.
Furchtbar seit der Übernahme. Niemand hat mehr Lust zu arbeiten, alle kotzen nur ab.
Noch ist es gut aber spätestens mit dem Merger wird auch das verloren gehen.
Weiterbildungen wurden schon vor Jahren gestrichen.
Gehälter wurden nicht an die Inflation angepasst. Warum? Profitabilität
Es geht einzig und allein um die Profitabilität. Alles andere ist PR.
War nie die Stärke und wird immer schlimmer. Seit der Übernahme herrscht nur noch klassisches top-down Management.
Vieles wurde aus Kostengründen nach der Übernahme gestrichen oder auf ein Minimum reduziert, siehe Office oder Work Events. Beides verdient nicht mehr seinen Namen.
Nach den Leaks an die Presse ist das Vertrauensverhältnis zum Management gebrochen. Dementsprechend wurde die Kommunikation zurückgefahren.
Ein Blick auf die Boards sagt alles.
Es geht nur noch um die Profitabilität und damit wurden quasi alle Projekte, die nicht Kosten senken, zusammengestampft.
Gab Wasser und Kaffee umsonst, Pauschale für die Auto
Arbeitsbedingungen
Führungskräfte
Fahrzeugauswahl (Fiat, Peugeot)
Man darf den Mund nicht zu weit aufmachen.
Führungswechsel von oben bis unten
Kleines Team in den Bereichen, Kontrolle der Mitarbeiter
Glaube nach außen top, intern ist kaum einer mehr noch überzeugt von dem Konzept.
Mitarbeiter die von der Führungskräften gezwungen werden gute Bewerbungen bei Kanunu abzugeben.
Das ging so, aber sobald man später kam oder früher gehen wollte gab es gleich eins auf die Mütze
Weiterentwicklungsmöglichkeit Gab es nicht mehr wurde aus Kostengründen eingestampft, Karriere kann man nur machen wenn man bei der Führungskraft artig und Befehle befolgt.
Gehalt war okay für die Arbeit, wenig Arbeit für relativ gutes Geld, aber andere für die gleiche Tätigkeiten haben 200-500€ mehr bekommen.
Auch hier stellen sie sich super hin, nach außen, jeder Mitarbeiter bekommt Guthaben fürs Autofahren, fragte man mal ob Leute die keinen Führerschein haben, die 100€ für eine Umweltkarte bekommen, wurde nur gesagt die Mitarbeiter mit FS sollen mit Auto zur Arbeit um die Verfügbarkeit zu steigen in Berlin Mitte
Gab einige die sind sehr toll die aber freiwillig gekündigt haben, andere haben die Kollegen immer angeschießen
Respektlos!
Unterirdisch! Es werden Leute nach vorne gesetzt die weder Mitarbeiter führen können noch Schulungen besitze!
Mitarbeiter werden verbraten, Sätze wie, „es gibt keine Arbeitnehmerrechte in dieser Firma“ und das kam aus der HR Abteilung
Es gibt zwar Große Meetings, aber Ehrlichkeit gegenüber der Mitarbeiter gibt es nicht
Stellen sich nach außen so hin Ja, aber intern gibt es das nicht, ob es Homosexuelle Menschen oder Schwerbehinderte Menschen waren die da gehen mussten, alles selbst mitbekommen.
Früher einmal Ja, seit der Fusion ist das alles wie am Fließband, eintönig.
Work Life Balance. Man hat wenig zu tun und wenig Kontrolle.
Jeder weiß dass es bergab geht aber es wird nicht ehrlich darüber gesprochen.
Ehrlichkeit. Es wird immer mehr reduziert ohne es ehrlich zu erklären.
Offene Kommunikation bis uns Management hinein.
Zuviel Rücksicht auf den Shareholder ;)
Im Moment nur konsequent die Strategien weiterhin umsetzen!
Hervorragend.
Shared Mobility, wenn es die Lage erlaubt auch vollelektrisch! So muss Zukunft aussehen. Professionelles Auftreten.
HO wer will, immer Verständnis für Leute mit Kindern oder RL issues. Perfekt!
Hapert ein wenig am Budget, aber mit guter Leistung kann man Aufsteigen.
Top, für Berlin und Umgebung.
Vollelektrische Flotte wo es geht. Umwelt steht bei shared mobility im Vordergrund!
Top!
Top
In meinem Bereich Top!
Grosses Office, 2 Monitore + Laptop. Home Office wer will, was will man mehr?
Regelmäßige Townhalls und Events.
Keine Diskriminierung, MA aus 20+ Ländern!
Überwiegend. Es gibt Abwechslung und Haufenweise Projekte.
I like that there is a clear communication of the strategy and financials of the company. It very clear what our mission is and where we work towards to.
I also like the perk that we get monthly allowance to use the ShareNow cars for ourselves.
Sometimes decisions could be taken a bit faster.
So verdient kununu Geld.