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kununu Prüfprozess
35 Mitarbeiter:innen haben diesen Arbeitgeber mit durchschnittlich 3,1 Punkten auf einer Skala von 1 bis 5 bewertet.
to my mind people in the company are now only tools that can be changed easily and any time and the managment keeps on firing employees one by one not caring about anything
to my mind not very good especially after the change of top management
more or less
no people development, only savings matter
it feels that the new management has the only goal: to save costs at all costs and to show better profit numbers as their short term achievement
ok if it doesn't mean any extra costs
I feel like everyone is mostly fighting for themselves
I think the management cares only about profit, not people
ok
not open and not full
it seems to me that now the rule is to hire employees when possible German only
Homeoffice (hope it stays, as new employees do not get homeoffice anymore)
the tendency
Give additional attention to your employees. A 3k bonus a year doesnt compensate for no shows in salary raises. Demotivated employees will ruin your revenues long-term
declining by facing more and more top down orders
as written above: declining from 4 to 3 stars
Used to be children friendly. But nowadays you get a fuzzy look if you ask for leaving earlier to take care of your child
rather not existent
Sozialleistungen okay i guess. Gehalt/Salary below average. If you think about joining the company, make sure your salary is high enough. Do not expect frequent salary raises...
doesnt apply
i would leave if this rating drops....
Some good, some bad. But the good ones started to pass down orders, knowing they are wrong
New office, but loft like. You either love it or hate it
Transparency increased
rather not
Die Kollegen waren super
Fehlende Strategie und Zukunftsvision
Unter den Kollegen sehr gut
Dank Homeoffice gut, aber sicher Unterschiede in den Abteilungen
Es gibt seit vielen Jahren die gleichen 3 Kurse. Abseits davon sieht's schlecht aus
Immer nur so viel wie notwendig damit man bleibt.
Auf der Fahne steht's, aber betrifft ein Software-Unternehmen nicht so wirklich
Ausgezeichnet
Gibt nicht viele ältere, aber die wurden nicht anders behandelt
Es gibt paar sehr gute leads. Insgesamt wird aber nicht langfristig gedacht. Gesetze Ziele werden nicht konsequent verfolgt. Seit Jahren dreht man sich im Kreis. Es gab öfters Fire and Hire Phasen. Manche warten scheinbar nur noch auf die Rente.
IT-Ausstattung ist ganz gut. Das Büro ist auch überdurchschnittlich. Aber es wird doch schon viel gespart. Bei den Chefs natürlich nicht
Unter den Kollegen gut. Ansonsten viel Geheimnisse und Flurfunk.
Große Unterschiede beim Gehalt trotz gleicher Arbeit. Gleichberechtigung wird gepredigt aber nicht gelebt.
Teilweise coole Projekte aber oft wirft man Arbeit weg weil unterwegs wieder Ziele geändert werden oder nie welche da waren.
Work Life Balance, Remote Möglichkeit
Gehälter
- Home Office
- Flexible working hours
- Team solidarity in some cases
- Varied tasks if you are interested
- Gaming, although there is a lack of new products
- High employee turnover
- Massive lack of employee appreciation in the last 1-2 years
- Massive lack of professional know how in various fields, learning by doing or tiral & error is the new strategy
- Significant setbacks in processes and technical infrastrucures in various fields, not even close to being up to date with industry standards
- Lack of credible and realistic perspectives or vision, also no innovation
- Absence of long-term planning, poorly demonstrated by management
- Absence of well-thought-out goals leading to stagnation
- Pretense of transparency
- Salaries are significantly below average
- Massive ongoing cost cutting stratgey
- Promotions are not transparent and more random
- Lack of interest in employee opinions, feedback or wishes
- Disinterest in hiring skilled professionals, relying on juniors for daily operations
- Constantly failing to document and collect the know how of employees who have resigned and followed losing important know how of years
- Specialized knowledge that is concentrated among individuals only in many areas of the company - this is a risky base
- Despite the claim of being "one family" across all locations, this unity is not effectively put into practice by management on a regular base which complicates the cooperation and atmosphere a lot.
- Bring up a realistic plan for the future including a realistic perspective and stop relying on dream projects which will never come true
- Management needs a member who has profound (mobile) gaming market know how for wise decisions and a clear path
- Also management should leverage the expertise of their employees more and take their well-founded feedback seriously, incorporating it into decision making
- Pay attention to the feedback from employees and also acknowledge and value the contributions of employees
- Embrace criticism and pessimistic views as opportunities for improvement
- Actively listen to concerns and address them seriously
- Invest in the professional development of your employees to reduce further staff turnover
- Recruit leaders and senior staff with extensive expertise - long term you will benefit from this more than recruit juniors only
Depending on the department, teams, and individuals, the working environment varies. Many people are under heavy workload, and do not feel appreciated or supported. This leads to a lot of bad mood, lots of demotivation and no / limited cooperation which highly impacts to work on overarching topics.
Sudden deadlines and sponaneous projects always occur delegated from the top which compeletely interrupt your tight daily business time planning. From the top level there is no understanding at all for deadlines and full roadmaps or proactive working environment.
Implementing even the simplest tasks and projects can take a very long time due to very inefficient structures and processes in most areas of the company - this demotivates also a very patient person in the end.
Pretty sure, there are employees who have an exceptionally good work-life balance. But the workload has significantly escalated in the last 1-2 years, as the same tasks were distributed among fewer employees due to high staff turnover. Consequently, the workload is not manageable within regular working hours. There are quite a lot employees working far beyond their capacity.
Due to ongoing cost-cutting, there are hardly any conference or trade fair visits, and external training opportunities are also rare.
The internal training offerings have been significantly reduced or temporarily suspended. Leads receive no training, even when it is urgently needed, especially before or after taking on a leadership role.
Only very few leads proactively engage in the development of their employees, as it could potentially incur additional costs.
You have to fight for your development and consistently express the desire for progress or promotions, with the possibility of progress if lucky.
On the flip side, there is a prevailing buddy culture in the company for years, where promotions seem to have originated during coffee and lunch breaks. Meanwhile, others have to work tirelessly for years to achieve the same. Therefore, those who are more introverted and do not stand up for themselves will find it very difficult to get supported or promoted in this company.
Salaries are significantly below average, benefits mostly not useful, no relevant actions were taken for inflation and economic crisis in the last 2 years to support increasing costs of living.
Not outstanding, but some steps are taken sporadically here and there
Within some departements the interaction among colleagues is sometimes challenging, marked by an harsh and inappropriate tone and in general a lack of respect and unity although it is a team.
Often, there is also a lack of unity across departments, with individuals primarily focusing on their own projects or goals instead of collaborating on common objectives.
But gladly there are also dedicated and compassionate individuals within the company who undoubtedly brighten your workday and play a crucial role in navigating daily operations together.
The interaction with older colleagues is positive. However, as times and technology change, they are somewhat left behind and not adequately supported.
If you put on a good face for everything and don't express your own opinion, you have a good relationship with your lead. However, once you legitimately question decisions and goals, the relationship suffers. Facing the truth is often avoided, and employees who challenge the status quo are not well-received. Nevertheless, there are exceptions, and gladly some leads do value the opinions of their employees and take their feedback seriously for the sake of improvement.
Not outstanding, but okayish.
There is simply no transparent communication. Official meetings only share positive news and motivational propaganda, and uncomfortable topics are either entirely avoided or, if necessary, carefully packaged.
You have to listen to office gossip, as well as analyze and question all official communication to get to the real status quo of things and to be fully informed.
Employees returning from parental leave are often not treated equally in my opinion, sometimes even demoted and downgraded. Also introverted employees are not valued as much as other more extroverted emoloyees although they deliver high quality work. Additionally, personal connections and extroverted behaviors (coffee drinking & chatting in the hallways) are valued more highly than performance and high engagement.
Depending on job and department. But if you do good work, show proactive interest in new tasks, think outside the box, you also have the long-term opportunity to continually develop yourself in different tasks and areas. You have to speak up for it yourself; no one will serve variety to you on a silver platter as there is a lack of interest and proactivity to promote or sponsor the employees.
Unkomplizierte Home Office Lösung, Schnelle Kommunikation. Das Unternehmen schützt und kümmert sich um die Mitarbeiter
Nichts - mein Arbeitgeber macht alles richtig
Alles bestens
Das Image ist nicht das beste, schade eigentlich
Hier besteht noch Nachholbedarf. Egal ob Büro-Fahrräder, Job-Ticket, mehr Home Office (vielleicht kommt das ja jetzt?) Öko-Strom..
Eine Frau im Management Team würde uns gut tun.
Einige der Kollegen
Die Kommunikation vom oberen Management und auch bei eigenen Fehlentscheidungen bei sich selbst Konsequenzen ziehen.
Keine Leute einstellen, wenn die Lage angespannt ist und diese dann innerhalb kürzester Zeit wieder entlassen
Innerhalb der Abteilung war die Atmosphäre super angenehm. Jedoch nach dem Layoff war die Stimmung selbstverständlich angeknackst.
Mit den Leuten mit denen ich zu tun hatte war der Zusammenhalt sehr angenehm.
Mein direkter Vorgesetzte war immer freundlich, ehrlich und immer bereit mir zu helfen. Auch nach der Kündigung. Der Vorgesetzte darüber kam dagegen nach der Kündigung nicht ein mal auf mich zu um mit mir zu reden, sondern senkte seinen Blick wenn er mich sah.
Die Kommunikation vom oberen Management war vom Gefühl her eher unehrlich meiner Meinung nach.
Gehalt kann immer mehr sein
Die Aufgaben waren zwar interessant, jedoch kam mir alles etwas unstrukturiert vor und ohne Plan.
- Why did Travian become a publisher, given that there was not a lot of experience?
- What are some of the people in upper management doing? The number of C-Level employees with fancy titles, that no-one knew what they were doing was astonishingly high. Then again - in all fairness - this concept already started to apply to lower level employees as well, as there were quite a few people that apparently had nothing better to do then chat and drink coffee and then leave early, with no apparent functions (until the last lay-off, that is. It has gotten better since then).
- How come that feedback from the people actually working on certain projects never reaches management? Because I certainly did not meet anyone who believed in those publishing projects (well, maybe there was one exception. There always is one exception).
- There never seems to be a lot of long-term planning going on. Even if there are long-term goals and projects, they are always butchered for ‚Oh-my-god-something-happened-we-need-to-react-now!!!‘ interruptions.
Focus on things that already make money. Stop being a publisher. It's not working. Listen to the people actually working on the projects. None of them believe in those...
- Sudden deadlines appear all the time. Last-minute ideas/projects always come first. Which of course die quietly a month later
- Connections are more important than products
- Looking good and engaged now is more important than voicing concerns
- Being ‚Best Buds‘ with contractual partners is more important than insisting on contractual goals
Compared to the games industry: good.
Compared with other industries: Of course not, it's games!!
Travian has lots of talented, hard-working employees, which make for the best colleagues. The parties always are exceptional. The commitment to go the extra mile if needed is there.
Although lots of important information only gets shared late, and in hindsight, the rumor mill never stands still, and somehow that information always gets leaked beforehand anyways. Just not officially. Which definitely helps with establishing a trusted and understanding environment.
Ich war jahrelang da und es war echt eine tolle Zeit, sehr schade. Man konnte respektvoll miteinander umgehen, die Aufgaben waren sehr interessant und man hat echt was mitgenommen und viel gelernt. Auch die Games Branche an sich als kreatives Umfeld fand ich super und würde grundsätzlich immer wieder in dieser arbeiten, weil auch viele sehr tolle Menschen dort ihren Job machen. Meine Kollegen und gewonnenen Freunde würde ich überall hin mitnehmen.
Ich habe mich jeden Morgen immer sehr gefreut in die Arbeit zu gehen, bis zu jenem Zeitpunkt...
Die Kommunikation war leider immer ein Problem, besonders Transparenz über Firmenzukunft. Das meiste erfuhr man über den Flurfunk und es war Jahr für Jahr immer mehr Untergangsstimmung und die Frage, ob man es denn noch schafft das nächste Jahr.
Die Unfähigkeit Führungskräfte anhand ihrer Befähigung einzusetzen und nicht als Lückenfüller, weil sich gerade kein anderer findet.
Dann lieber extern einstellen als eine Führungskraft ernennen, die passive-aggressive ihre Mitarbeiter ignoriert, demotiviert, und schlecht macht. Sowas gehört in kein professionelles Team, geschweige denn in eine Führungsposition.
Schaut Euch genau an, welche Personen ihr als Führungskräfte einsetzt.
Misanthrope haben in leitenden Positionen nichts verloren und führen zu ausgebrannten, eingeschüchterten und unmotivierten Mitarbeitern, die entweder nur noch das nötigste machen oder morgens am liebsten gar nicht mehr an diesen Arbeitsplatz kommen.
Ein Schritt in die richtige Richtung wurde ja bereits erledigt.
Das Bemühen um Transparenz und den menschlichen Umgang der vorgelebt wird
Leistung könnte mehr belohnt werden.
Manchmal etwas konsequenter sein.
So verdient kununu Geld.