Basierend auf Daten aus 45 Bewertungen schätzen Mitarbeiter:innen bei TLGG Agency die Unternehmenskultur als modern ein, während der Branchendurchschnitt in Richtung modern geht. Die Zufriedenheit mit der Unternehmenskultur beträgt 3,7 Punkte auf einer Skala von 1 bis 5 basierend auf 86 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.
45 User:innen haben eine Kulturbewertung abgegeben. Diese Faktoren wurden am häufigsten ausgewählt, um die Unternehmenskultur zu beschreiben.
Strategische RichtungModern
Umgang miteinanderModern
Umgang miteinanderModern
Work-Life BalanceModern
Umgang miteinanderModern
Umgang miteinanderModern
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Mental Health vs. Public Relations: The company’s public communications reduce complex clinical mental health conditions to temporary pitch stress, suggesting superficial remedies. Internally, this manifests as equating medical diagnoses with "everyday challenges" or lifestyle habits, which lacks necessary medical objectivity.
Procedural Consistency: HR response times and outcomes vary significantly depending on the processor, indicating a lack of standardized service level agreements (SLAs).
Conflict Resolution: Raising structural concerns often yields defensive posturing rather than constructive dialogue. For instance, a supervisor’s written apology regarding the aforementioned hospital incident was followed by an official HR statement finding no procedural fault.
Strategic Navigation: When addressing critical issues internally, a methodical approach is advisable. Employees should maintain private, timestamped logs, send written summaries after verbal feedback, secure sworn affidavits (eidesstattliche Versicherung) where necessary, and ensure a witness is present during critical conversations before presenting a complete case.
Erosion of Boundaries: The "agency business" is frequently utilized as a rationale to bypass personal boundaries, including childcare. There is an implicit expectation of after-hours availability, with non-urgent tasks assigned late in the evening for early morning deadlines.
Health and Recovery: Professional boundaries are not consistently maintained during medical leave. During a hospitalization, tasks were assigned with the written expectation that high-volume communication would be managed despite the medical status. Furthermore, reintegration processes (Wiedereingliederung) following extended absences are not proactively structured.
Brilliant! Everyone is super friendly and you are very well supported by management. The office atmosphere is open and welcoming.
Also super smooth - transparent upper management whenever challenges are occurring within the agency/wider agency structures.
The team is motivated, especially within my specific unit. People treat each other with respect and openness.
Leadership Accountability: Management publicly advocates for micromanagement, a philosophy clearly reflected internally. While junior staff face formal written reprimands for minor formatting errors (e.g., a missing comma), significant reporting inaccuracies by leadership are overlooked without subsequent audits.