Ihr Unternehmen?
Basierend auf Daten aus 89 Bewertungen schätzen Mitarbeiter:innen bei zooplus die Unternehmenskultur als eher modern ein, was weitgehend mit dem Branchendurchschnitt übereinstimmt. Die Zufriedenheit mit der Unternehmenskultur beträgt 3,3 Punkte auf einer Skala von 1 bis 5 basierend auf 205 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.
89 User:innen haben eine Kulturbewertung abgegeben. Diese Faktoren wurden am häufigsten ausgewählt, um die Unternehmenskultur zu beschreiben.
Umgang miteinanderModern
Umgang miteinanderTraditionell
FührungModern
FührungTraditionell
Strategische RichtungModern
Umgang miteinanderModern
Hast du gewusst, dass es 6 Fragen zur Unternehmenskultur gibt, wenn du einen Arbeitgeber auf kununu bewertest? Hier sind die neuesten dieser Kommentare.
Communication is less transparent than it used to be, creating uncertainty and frustration across teams. Trust in management has declined, and employee morale appears noticeably lower.
The level of team cohesion has changed noticeably since the acquisition. While there are still many individual colleagues who are supportive and willing to help, overall collaboration across teams has become more difficult. Reduced motivation and increased uncertainty have weakened the sense of shared purpose in some areas.
There is no flexible working time, and overtime is not compensated, which makes it difficult to maintain a healthy balance between work and personal life.
In addition, employees are often asked to take on extra tasks without clear prioritization or sufficient alignment on workload. This can lead to constant shifting of focus and a feeling of being overloaded. As a result, it is increasingly difficult to plan work realistically and maintain a sustainable workload.
The behavior of direct supervisors is generally supportive and well-intentioned. However, their actual decision-making power appears to be limited. Important decisions are often made at higher levels, leaving line managers with little ability to influence priorities, resources, or workload distribution.
The job themselve has the potential to be interesting and meaningful, with opportunities to work on relevant business topics. However, over time, the way work is structured has reduced this potential.
Increasingly, tasks are shaped by rules and processes defined at higher levels, often without sufficient practical context from the field. This can make the work feel real operational needs.
The work atmosphere has deteriorated significantly since the acquisition of US corporation. Decisions are made from the top down, with limited involvement of employees. Unfortunately, there often appears to be a lack of clear direction and expertise behind important decisions, leading to frequent changes in priorities, inefficiencies, and confusion across teams. This has negatively affected trust in leadership and made it more difficult for employees to perform their work effectively. While colleagues remain dedicated and supportive, the overall environment has become far less motivating and collaborative than it was before.