Talented teams, but hampered by toxic culture and poor leadership
Gut am Arbeitgeber finde ich
- A lot of truly talented, amazing people work at DeepL
- The benefits are quite good
- The product is solid
Verbesserungsvorschläge
1. Address employee overwork and burnout: While DeepL is a fast-paced, innovative company, this pace should not come at the expense of its workforce. Implement more realistic expectations around workload and invest in better workforce planning/management. Without these changes, you risk long-term damage to morale and overall performance.
2. Improve employee recognition and valuation: In my experience, many employees are under-appreciated and under-valued, which is detrimental to engagement and retention. Management should invest in a more structured and consistent system of recognition for hard work and contributions. Showing appreciation goes beyond compensation; regular feedback, genuine recognition of accomplishments, and opportunities for personal growth are crucial.
3. Reduce leadership instability and align direction: Constant shifts in direction and poor leadership undermine the organization’s success. Employees need stable, clear guidance to be effective. Establish a well-communicated, long-term vision and ensure leadership is capable of following through. Clear, transparent communication and more decisive, consistent leadership would allow employees to focus on achieving set goals without constantly shifting priorities.
4. Address toxicity and bias: DeepL's work culture—often marked by personal biases and favoritism in certain departments—must be addressed. No organization can thrive if legacy employees are making decisions based on personal influence rather than the best interests of the company. Leadership should be accountable to the values of the organization, and employees should feel safe to speak up without fear of retaliation.
5. Live up to company values: Management should take a hard look at how company values are being practiced at every level and close the gap between ideals and reality. A commitment to transparency, collaboration, and integrity will foster a healthier, more positive environment.
6. Create room for advancement: In my opinion, there's a frustrating lack of advancement opportunities. It’s vital to develop clearer pathways for growth, both vertical and lateral, and ensure that promotions are based on merit rather than office politics. When high-performing employees feel stuck, they’ll either disengage or leave—which ultimately weakens the company. Management should promote a merit-based culture where advancement is tied to tangible contributions rather than personal connections or one person's opinion.
Without addressing these core issues, DeepL risks losing its best talent and damaging its reputation as an innovative, forward-thinking company.