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Jetzt Profil vervollständigenBasierend auf Daten aus 6 Bewertungen schätzen Mitarbeiter bei bookingkit die Unternehmenskultur als modern ein, während der Branchendurchschnitt leicht in Richtung modern tendiert. Die Zufriedenheit mit der Unternehmenskultur beträgt 4,3 Punkte auf einer Skala von 1 bis 5 basierend auf 65 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.
6 User haben eine Kulturbewertung abgegeben. Diese Faktoren wurden am häufigsten ausgewählt, um die Unternehmenskultur zu beschreiben.
Umgang miteinanderModern
Umgang miteinanderModern
Umgang miteinanderModern
Work-Life BalanceModern
Hast du gewusst, dass es 6 Fragen zur Unternehmenskultur gibt, wenn du einen Arbeitgeber auf kununu bewertest? Hier sind die neuesten dieser Kommentare.
* 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
* 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
* 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
* 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
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.
* Generally a team of nice and welcoming people
* Unfortunately, less developed processes of raising valid concerns or conflict resolution
* Regular company events