Great team members - lack of strategic vision and organisational deficiencies
Gut am Arbeitgeber finde ich
The generally lovely people at bookingkit
Schlecht am Arbeitgeber finde ich
* Overly confident, but lacking managerial, strategic and people skills of certain top-level management (which is currently hindering or blocking organisational progress and negatively impacting company culture from top-down)
* "Polite disrespect" as a hidden company value
* Strategic and operational underdevelopment
Verbesserungsvorschläge
* Adhere to modern best practices and regulations
* Create an environment where top-level management is made accountable and performance-based decisions are and decision are transparent in terms of their rationale
* Organisational structure that is less based on personal bias and a lop-sided balance of power towards some top-level management members
Arbeitsatmosphäre
* Generally a team of nice and welcoming people
* Unfortunately, less developed processes of raising valid concerns or conflict resolution
* Regular company events
Kommunikation
* In general, decisions are being made primarily top-down. Common complaints include that those strategic decisions are detached from business requirements, markets, and professional needs that teams experience in their daily business
* Top-level management shows organisational distrust in other leadership and staff in general and talks down to/micromanages them. Leadership is treated as a mostly operational organ to manage team frustrations. Bottom-up processes are slowed or halted most of the times
Kollegenzusammenhalt
* Very strong in general
* But this is due to that fact that many team members bond over the frustration of operational everyday business and the lack of change
Work-Life-Balance
* Implicit imbalance due to managerial expectations being unrealistic and changing due to managerial culture of moving goalposts - leaving the impression that work is never done, no matter how hard you work
* No realistic estimations of workload, "strategic" overload and a lack of organisational prioritisation impacting the work-life-balance negatively
* For the operational teams a common mindset of remote-flexibility for all team members disregards how much those operational teams are forced into less flexibility to provide it for others. Especially top management shows a disregard for imbalances impacting work-life-balance
Vorgesetztenverhalten
* Personally not the best role model here myself, but also a company-wide underdeveloped leadership or management training - or even trust in Leaderships' expertise. Mostly middle-management is tasked to manage away frustrations and to keep their own frustrations down
* Unsubstantiated micromanagement by top-level managers -
* Top-level management trust more in external networks and consultancy than in internal knowledge and developing skills internally
* Though constant reminders of not wishing to have politics, this is used to keep in-groups in strong positions not to change and divert frustrations
* General superficially nice, but ultimately condescending practices by some top-level management
* There are teams that developed terms of "company in a company" to describe the imbalance of power that has apparently become a company tradition
Interessante Aufgaben
While topics and tasks could be interesting per se, they are too many and only can be handled in an unfocused fashion - there appears to be a mindset of doing things cheap rather than right or sustainably. Ultimately costing more in terms of time, efficiency, operational integrity, development and personal health.
Gleichberechtigung
Improved over time, but only a superficially important in the grand scheme of things
Umgang mit älteren Kollegen
Not an issue at bookingkit
Arbeitsbedingungen
* Provides the basic required materials and devices to work
* Still a newly renovated, modern office space that is barely used though by most of the team members, though
Umwelt-/Sozialbewusstsein
* Not a major topic at bookingkit
Gehalt/Sozialleistungen
* Generally one of the most common issues raised among team members: concerns about salaries being below market-levels (though initiatives for improvements have been made, but drag out)
* Benefits appear mostly underfunded and the demand for modern benefits. No developmental budget in general per team member
* Number of vacation days is sub-par
* Also commonly raised issues are that certain groups may have additional benefits due to personal connections or political power within the company
Image
* Regular concerns among staff about unrealistic vision and strategy - teams not being heard that have to handle market and customer expectations and frustrations due to this gap of expectations
* Also, regular issues over understaffed teams and low salaries - those are being silenced by cherrypicking statistics
* Concerns about the product lacking necessary features and being outdated - being wiped away by management
* Top-level management deems itself rational agents while fostering exceptionalism and in-grouping
Karriere/Weiterbildung
* Concerns being raised of "nepotistic" and intransparent decision-making for career development
* No consistent training on the job or systematic development budgets in existence
* A career path model has been introduced, but is disregard for personal favours by top-management