94 Mitarbeiter haben diesen Arbeitgeber mit durchschnittlich 4,1 Punkten auf einer Skala von 1 bis 5 bewertet.
79 Mitarbeiter haben den Arbeitgeber in ihren Bewertungen weiterempfohlen. Der Arbeitgeber wurde in 14 Bewertungen nicht weiterempfohlen.
Alle Bewertungen durchlaufen den gleichen Prüfprozess - egal, ob sie positiv oder negativ sind. Im Zweifel werden Bewertende gebeten, einen Nachweis über ihr Arbeitsverhältnis zu erbringen.
Good from far, far from good.
Toxic communication, hiding information, bullying, talking behind the back, inconsistent in direction, overlapping with other departments, misleading lead development function, confusing, micromanaging, ignoring the VIG values, discriminative and obusive attitude to employees, blocking development and career, micromanaging contacts and initiatives. Running loss project for sake of current budget spend, preference to personal contacts in consulting and assigning bid contracts and projects to personal connections. Influencing the success or failure of the project based on political orientation and organizational connection. Failing successful projects to self-proof and to cause problems to others.
Ensure that leader of development function is competent in to take responsibility for employees, understands rights, obligations and consequences of not following existing regulation and legal aspects of work relations. Ensure that law is followed in corporate routine. Raise awareness of legal aspects of employer and employee. Ensure that professional relations are not influenced by personal preference. Educate employees on escalation path and involvement of HR, works council and objective mitigators. Control and audit dictatorship, dominance and irrational decisions of team leads, lead development function and further personnel and budget responsible roles. Investigate escalation cases, claims and take measures. Eliminate lead development function who do not integrate into VIG values and group goals.
Non-trust dictated top-down by the lead development function, overlapping tasks with other departments, toxic competition, talks behind the back. Absent the direction, structure and roles assignment. Goals are not aligned with entire organisation. Highly political, subjective and inconsistent decisions. Management actions contradicting to vision VIG25, misleading, confusing. Dominance, rang and hierarchical poor treatment. missing leadership and people skills.
Work to show off and pretend that progress exists. Despite 38,5 hour-work week legally defined, additional 20 hours per months as "Gleitzeit" are negotiated and controlled. Available on Teams with expected rush response. Stressful days when functional lead needs to report, you never know what can be escalated or unexpectedly changed. That depresses and keeps you always under pressure, feeling guilty for leader´s uncertainty. Balance is to turn off all equipment and leave.
e-Learning based on the MasterPlan platform with several courses from Zeit Akademie in English and German languages. An internally developed platform Horizon offers in-presence and online courses. HR significantly contributes to regular coffee-talks and information sharing with employees. However, learning accomplishments are not considered during performance review. Course aspirations, such as leadership or MS Teams administration, are met with critics and resistance and described as "not staying within given org. structure" and as "attempt to over jump existing management". Career development is declined as such. Proposals, initiatives and activities are criticised as not relevant, as waste of time and attempt to "act behind the back of the manager". Poor, causing fear jour fixes meeting, avoidance to discuss next steps.
Salary below the market level, negotiated as the last step without considering education, industry certificates, relevant skills, language levels. Highly personalised.
The contract is limited to 3 or 6 months, has the trial month. Difficult to negotiate the unlimited employment, you need to be personally liked by direct manager.
Social benefits such as insurance discount, girls-day are available after end of limited working contract.
canteen lunches and e-learning are available from the start. Too much promised, too less real value of social benefits.
Wasting large portions for lunch, consuming plastic bottles everywhere (6-10 bottles weekly wasted by each person). Social inequality, mistreatment, arrogant attitude to new joiners, judging upon look, clothes, accent. Expressing hate and arrogance to people who are better or advanced in skills. Dictating low social norms, not welcoming better-conditioned, wealthy people. Dominating. Blocking aspiration and development steps.
No collegial decision or team work, highly individual tasks, role is nontransparent. Within the team, colleagues are hiding information and deliverables from each other to shine in front of the functional lead. Preference to colleagues who are the closest to functional leader. Toxic competition, gatherings behind the back, bullying and mobbing of any expressions of diversity. Unhealthy atmosphere. Some colleagues habe no certifications, incomplete education and only take, steel ideas to self-promote. Dominate and lie. Blaming culture, finger pointing.
For lead development function only senior, aged local male colleagues can participate in discussions, welcome to lunch and introduced to management. Highly personal preferences. Ignorance of advice from others. Eldery colleagues do not decide, but influence others, gladly share cultural and historical evidence of own rightness. Being 20+ years in the group, independent of the role or position, means connection, political relevance. However these experienced people are being fulled by leaf development function. Agreeing on public and acting totally different in reality - these is what the attitude is.
Extremely hierarchical communication, imaginary ranging, social bubble, grading based on nationality, gender, age and closeness to functional lead. Inequality is articulated directly, told that the gap between managers and folks is everlasting. No promotion, support. Lead of development function is contradicting to given direction, plays political games and does not perform any valid role. Decisions are absent, irrelevant to strategy and common direction, misleading, miserable treatment. Escalations of inequality are being ignored and employee instead is being fired. Raised concern is own problem and way to be fired. Lead of development function has no leadership education or people skills. Only dictates, causes troubles with other colleagues. Scary and ugly attitude to outsiders and people with higher education.
Salary negotiated at latest phase and based on possible minimum. Inflation indexation is not considered for joiners in 2023. When signing off the contract in 2022, you have to agree that salary will not be recalculated for coming (2023) or even next (2024) year. Gender pay gap is discussed but not applied to joiners of 2022-2025. Only legal taxation grades are being applied. No extras. Conditions for same role will vary to two people: a male local and female international. Academic degree, foreign language skills, industry certificates - all being taken for granted, not considered during salary formation. Salary is budget-based, not personal experience or market value.
Inconsistent communication, absent direction and team tasks, orientation is too generic, contradicting, misleading. Toxic talks from functional lead about female colleagues, international and local colleagues. Supporting cliches and own bias, spreading rumours, talking behind the back. Separating teams to influence everybody individually and contrast against teammates. Mistrust, totally absent values, morale is low and spread in each sentence.
Lead development function only listens to local (Austrian) colleagues, who are older and have influence. National cliches and personal bias are being followed. A diverse person is being laught out, commented and mobbed. Reporting of discrimination was ignored by the lead of development function, aggressors were supported by the lead. Women are not welcome to lead and directly declined from leading roles. Attitude to women is negative. Senior female leadership is being commented behind the back. Assisting roles are being mistreated, respectless, rude.
Trivial tasks, contradicting to strategy. one-time activities. Work of the development function overlaps with other existing units, causes delays and inefficiency. Trying to catch others failures. Seeking for leaks in governance to turn work for own benefit. Uncertain to pass to next month. Initiating workshops, meetings or alignments is not supported. Silo tasks, deliverables are irrelevant to Holding or other group companies.
Toll, auch abteilungsübergreifend
Sehr viele Angebote durch die Personalabteilung
Benefits, Miteinander, Kolleg:innen, Internationalität, Bandbreite an Abteilungen und möglichen internen Wechsel, Diversität auf vielen Ebenen, Offenheit für Neues, interessante Veranstaltungen und Vorträge für MA, günstige Kantine, Homeoffice und Gleitzeit
siehe Verbesserungsvorschläge
notwendig wären: schnellere und kürzere Prozesse auf allen Ebenen, schnellere Entscheidungen, mehr Weiterbildungsmöglichkeiten für alle Mitarbeiter:innen, mehr Transparenz und Möglichkeit auf Gehaltserhöhungen, attraktivere Rabatte für Versicherungen, viel weniger Politisierung und Befindlichkeiten, IT Infrastruktur/Support auch sehr verbesserungswürdig.
Gute Bezahlung,sehr gutes Betriebsklima
Kein Firmenparkplatz,ansonsten nichts
So weit gibt es keine die mir einfallen
Flexibilität, freie Einteilung der Urlaubstage und Arbeitszeiten.
Fallen mir zur Zeit keine ein.
Mehr Anerkennung für die Mitarbeiter!
Vergleichbare Unternehmen zahlen im Schnitt 15-20% mehr
Das Team, mit dem ich gearbeitet habe, war ein hervorragender Bestandteil meiner beruflichen Erfahrung. Trotz der Herausforderungen in der Führungsebene hat die Zusammenarbeit im Team mir geholfen, die Arbeit unter diesen Bedingungen länger durchzuhalten.
Die Führungsebene zeigt in verschiedenen Aspekten Unstimmigkeiten. Klare Anweisungen und Versprechen werden nicht konsistent eingehalten, was zu Herausforderungen bei der Planung führt. Der Respekt gegenüber persönlichen Verpflichtungen und familiären Angelegenheiten scheint zu fehlen. Die Planung von Büroterminen gestaltet sich als herausfordernd, da kurzfristige Verschiebungen ohne klare Begründung auftreten. Gleichzeitig fällt auf, dass die Führungskraft mehr als flexibel im Homeoffice "arbeitet". Es besteht eine Unklarheit bezüglich Vorgaben, da Entscheidungen zurückgezogen/abgeändert werden.
Die Erreichbarkeit der Führungskraft während der Kernzeiten ist eine wiederkehrende Herausforderung, wobei persönliche Verpflichtungen oft den Vorrang zu haben scheinen. Dies führt zu längeren Arbeitsstunden für andere Teammitglieder, um die notwendigen Aufgaben zu bewältigen. Eine ausgewogenere Berücksichtigung von beruflichen und persönlichen Verpflichtungen könnte zu einer verbesserten Arbeitsdynamik führen.
Die Kommunikation innerhalb des Teams wird durch die Unbeständigkeit von getroffenen Entscheidungen beeinträchtigt. Es scheint, als ob externe Darstellungen und tatsächliche Ergebnisse nicht immer übereinstimmen. Eine stabilere und transparentere Kommunikation könnte dazu beitragen, das Vertrauen und die Effizienz im Team zu stärken.
Die Organisation von Events scheint oft von der Absicht geprägt zu sein, nach außen hin einen positiven Eindruck zu vermitteln. Gleichzeitig wird jedoch bei der Anfrage nach angemessener Entlohnung aufgrund schwieriger finanzieller Zahlen verwiesen. Eine transparentere Ausrichtung von Ressourcen könnte dazu beitragen, eine ausgewogenere Arbeitsumgebung zu schaffen.
(Mit)Gestaltungsmöglichkeiten, Homeoffice, Internationalität, Gleichbehandlung, Unternehmen sorgt sich im Mitarbeiter
60% Home Office
60% HO-Möglichkeit, günstige Kantine (€3 für 3 Gänge), keine hohe Mitarbeiterfluktuation (bei Bewerbern wird auf Charakter geachtet)
Es wird etwas zu viel in Events für Mitarbeiter gesteckt, was man anderweitig investieren könnte (z.b. in die steuerfreie Teuerungsprämie).
Die Qualität der Speisen in der Kantine hat in letzter Zeit abgenommen.
So verdient kununu Geld.