Basierend auf Daten aus 56 Bewertungen schätzen Mitarbeiter bei VIENNA INSURANCE GROUP (VIG) die Unternehmenskultur als eher modern ein, was weitgehend mit dem Branchendurchschnitt übereinstimmt. Die Zufriedenheit mit der Unternehmenskultur beträgt 4,1 Punkte auf einer Skala von 1 bis 5 basierend auf 94 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.
56 User haben eine Kulturbewertung abgegeben. Diese Faktoren wurden am häufigsten ausgewählt, um die Unternehmenskultur zu beschreiben.
Umgang miteinanderModern
Work-Life BalanceTraditionell
Strategische RichtungModern
Umgang miteinanderModern
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.
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.
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.
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.
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.
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.
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.