Basierend auf Daten aus 65 Bewertungen schätzen Mitarbeiter bei Avi Medical die Unternehmenskultur als eher modern ein, was weitgehend mit dem Branchendurchschnitt übereinstimmt. Die Zufriedenheit mit der Unternehmenskultur beträgt 3,8 Punkte auf einer Skala von 1 bis 5 basierend auf 98 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.
65 User haben eine Kulturbewertung abgegeben. Diese Faktoren wurden am häufigsten ausgewählt, um die Unternehmenskultur zu beschreiben.
Strategische RichtungModern
Umgang miteinanderModern
Work-Life BalanceTraditionell
Umgang miteinanderModern
Strategische RichtungModern
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Overall, communication was largely driven by panic. Much of the leadership team lacked both expertise in their respective fields and the maturity to communicate in a way that fosters growth for the employees or the company. This created an environment where progress and development were stifled, leaving the team feeling unsupported.
The teams were the glue that held the company together. Despite everyone being overwhelmed with their own workload, many stepped in to help wherever they can.
For many employees, it was the norm to work and be available on weekends or at least late into the night, without any additional compensation.
The C-level leadership would largely receive just one star due to their overconfidence, poor communication, and tendency to burn people out, whether its intended or not, which I assume. However, it’s important to note that there were a few good leaders who cared and tried to make a positive impact.
In the last year or two, things became repetitive, with little room for growth. There was an overwhelming amount of work, but most tasks were either mundane or focused on short-term initiatives without any clear strategy. We often worked on projects that were abandoned or not fully realized. With frequent turnover, whether through resignations or layoffs, employees are expected to take on whatever the C-level decides, regardless of whether it aligns with their actual role.
In the beginning, the atmosphere was great, and there was a shared sense of excitement that we were building something big and meaningful together. However, over time, many employees were suddenly laid off without warning. Instead of addressing the real issues, leadership often blamed staff for the company's poor performance, even though it was clear that many decisions that wasted money and failed to add value were made at the leadership level.