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Jetzt Profil vervollständigenBasierend auf Daten aus 18 Bewertungen schätzen Mitarbeiter bei CooperVision die Unternehmenskultur als ausgeglichen zwischen traditionell und modern ein, was weitgehend mit dem Branchendurchschnitt übereinstimmt. Die Zufriedenheit mit der Unternehmenskultur beträgt 3,6 Punkte auf einer Skala von 1 bis 5 basierend auf 27 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.
Wir geben Arbeitgebern die Möglichkeit ihre Unternehmenskultur näher zu beschreiben, indem eine oder zwei von uns definierte Fragen beantwortet werden können.
Alles, was wir bei CooperVision tun, wird von vier Grundwerten bestimmt: Engagiert: Wir handeln kompetent, fokussiert und entschlossen. Wir geben nicht eher auf, bis der Job richtig gemacht ist, so wie es von AugenoptikernInnen, KontaktlinsenträgerInnen und uns selbst definiert wird. Innovativ: W ...
18 User haben eine Kulturbewertung abgegeben. Diese Faktoren wurden am häufigsten ausgewählt, um die Unternehmenskultur zu beschreiben.
Strategische RichtungTraditionell
FührungTraditionell
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.
The tone is always friendly - even when employees are dismissed. Communication between colleagues often is rather honest. But there is a lack of error culture and self-reflection in senior management.
Anyone who criticises -constructively!- is not welcomed. Many long-time employees have been laid off. In some departments recently were built up inner circles of favourites who are allowed to know more than others. That has never happened in the many years I have been a member of the company.
Better since covid. More opportunities to work from home, more flexibility. Therefore good.
Yet some heads of department allow themselves to live hundreds of kilometres away from the company. In my opinion, this has a negative impact on motivation, spirit and the business.
From okay to flop:
The local leadership team is making its decisions more and more hierarchically and solitary. They act more as bosses than as leaders. Some heads have introduced new hierachical levels that divide the workforce that over years worked well together - for example in Sales and Advertising/Communication Team.
The lack of professional expertise in some key functions in senior management positions is frightening.
The workforce is fobbed off with nice little gestures and gifts. The great performers at the base (customer service, back office ...) are not honoured properly.
There is no real participation in financial success nor in general decisions (both exist only via international processes that consist primarily on paper.)
The behaviour of senior managers that I have noticed from the headquarters in the UK seems to be much more open minded and more focused on teamwork than in D/A/CH. The UK and the US seem to have the role models that we lack.
Over the past few years, management has tried too many different strategies in sales. Interesting projects have been started but not completed. Digital ideas and projects are missing completely or are announced and then stopped by management. Other competitors are much further ahead and more innovative than we are.
Our local company's focus is too much on internal issues than on the needs of the market and innovation.
There used to be a lot of excellent input from the international side. The advertising executives no longer makes much of it. In the last times, there has been less and less coming onto the market.
As a colleague has already mentioned, in the years the atmosfere changed from top to flop.
The working atmosphere in the daily business is heterogeneous:
Quite good at your own hierarchical level. Pleasant in the operational area. Hierarchical and inauthentic in the context of top management.