Cust Divide and Conquer
Gut am Arbeitgeber finde ich
Lots of positive initiatives going on. With MKR we try to tackle the right things, but we have to be careful to not overload the devs - we already have enough to do with legal changes.
Bonus every year for everybody dependent on company success.
Success in the industry,
Leader in Customs software,
workation,
Schlecht am Arbeitgeber finde ich
Open plan offices and the plan to do it the same way in the new building,
little additional benefits like home office only 50%, hardware equipment, coffee,...
Verbesserungsvorschläge
Reduce number of stakeholder, train and educate support and project people better in the product.
Better build environment, better more stable QA-Environments. More coordination along the Devs and quality engineers.
HR should intervene and challenge middle management, they should try to introduce middle managers who are also people managers, probably they can train them in active listening, communication, and empathy.
Arbeitsatmosphäre
For those who like open plan offices without privacy but with extra noise, this is the place to be happy.
The culture is very friendly at first glance, but on closer inspection there is a lot of tactical and strategic policy-making.
Ambitious middle managers who have no feeling for leading employees are misplaced. involvement into direct work - micro managing and on the other hand simple hard old-school divide and conquer management. only throughput and capacity seem to count. it seems that middle management doesn't understand modern software development.
Hiring lots of new staff with little work experience to address the challenges and then wondering why productivity goes down. hiring to many inexperienced Devs.
Kommunikation
communication through channels; on the surface very nice communication, we hug each other - on the inside behind doors not so much. important news are not communicated by management.
Kollegenzusammenhalt
often good. the thing is that if there are conflicts direct management doesn't help and either ignores the problems or even makes it worse by taking one side. go to HR, not your direct manager in case of a problem/conflict.
Work-Life-Balance
we have 2 and a half days of home office and a core time. this says everything. instead of making most of the employees happy management chooses the compromise and weird solutions are the result.
Vorgesetztenverhalten
The middle management rules the Devs, no one is supported but if there are problems pressure is put on the teams. direct interference of direct managers in project and product related issues, pressure on teams to force them in directions. GIT migrations on top of that. HR is doing its best to train people, Bootcamp is also good,but without any support from direct management, they can only do so little.
Interessante Aufgaben
Old PL/SQL but also new Java tasks. Challenges reg. technology change and changing from old to new. We fight on so many different fronts at the same time. as the new one it is hard to get into the domain. Showing what we could change makes you unpopular. Those who are experienced enough to change something are often not enabled to change things because of hard deadlines and pressure form PMs or Customers.
Gleichberechtigung
HR is supporting us and especially has a focus on Gender equality which is great. we also try to support women in tech
Umgang mit älteren Kollegen
as far as I know we support older colleagues
Arbeitsbedingungen
As I said open plan offices, average Hardware, little home office. You can choose either money for home office or hardware which is good. Over all I think it is average, buildings are either very new or very old. But a new building is coming.
As a Dev Team we often have to many stakeholders asking questions and having needs. It is very destructive for the focus. With legal changes this even became worse
Umwelt-/Sozialbewusstsein
we try to reduce our CO2 footprint. which is great. Buying a Bike repair station does increase CO2 not reduce it... but at least we try. Thank you HR for this support.
Gehalt/Sozialleistungen
for entry levels salary is ok. for more experienced ones it is not good. you can get more salary and more freedom in other companies.
Image
could be better. but at least HR is promoting us and cares about our repurtation. They did a great job with things like bubble days or Christmas stands.
Karriere/Weiterbildung
very flexible. HR is top in organizing courses to educate yourself.
the MIC academy is great. thank you for your work there.
if you need special training which should be promoted by direct management you are lost because your direct manager simply doesn't care. only headcount seems to be important for strategic planning of capacity.
Arbeitgeber-Kommentar
Dear colleague,
Thank you for your review and your time!
If I understand your evaluation correctly, then on the one hand, you are satisfied with MIC as an employer. But, on the other hand, there are some topics (organizational structure, policies) that you see critically.
Since MIC is always looking to improve processes continuously and provide room for further development, I would like to invite you to talk to me face-to-face. Of course, you can also use the internal tool (TeamEcho) and send me a direct message with details. We want to understand better what your perspective is.
Margit Klima-Bencic