Inefficient company, frustration prevails. Budget gets wasted in overblown processes and dispensable management
Gut am Arbeitgeber finde ich
The interesting domain.
Schlecht am Arbeitgeber finde ich
The dramatic short-termism.
Arbeitsatmosphäre
The pressure to deliver immediate revenue jeopardized the work experience. The daily business, at all levels, must be on short-term target. Even if something doesn't make sense on the long run, or even damages the company, it has to be done ASAP anyway. Skilled people have to put their brain aside and deliver what required.
We had a skilled Lead Software Architect, who was leading the IT to a more scalable and stable architecture, but they let him go without a plausible explanation or a replacement.
Kommunikation
The weekly all-hands is similar to a war bulletin and contributes to exasperation.
Kollegenzusammenhalt
The company has very capable employees, as mentioned before, but also others that I don't understand what they do the whole day. The are some that simply take part at some remote meetings, the camera is turned off and they don't say a word. If you ask them about anything concerning the topic, they show that they simply didn't listen. And they don't even deliver any other kind of work that they could have possibly done during that time.
Work-Life-Balance
Good, but in case of important failures, which happens not rarely, you have to work also at night until things get right again.
But if you don't invest in system quality, that's what you get.
Vorgesetztenverhalten
Unfortunately, managers don't have the technical skills to really assess what's going on. They have to rely on explanations given by someone else and on the base of that they form their own opinion.
They also don't have much leeway in decision-making, as the race to break even is the only criterion.
Interessante Aufgaben
No room for the real improvements that the company would need to gain a better position on the market. Just profit-making features in a quick'n'dirty way at cost of the system architecture, continuously increasing the tech debts.
Gleichberechtigung
Nothing to say.
Umgang mit älteren Kollegen
There is nothing to say here neither.
Arbeitsbedingungen
Good office, also because they improved the equipment last year. Sometimes it gets too full because of the rule 3d/w in the office.
Umwelt-/Sozialbewusstsein
Good, the business is about EV-charging.
Gehalt/Sozialleistungen
Salary increases has been reduced to the minimum due to the financial situation. The problem is that the company pays high salaries for some people in high positions that is not clear how the bring the company forward. They are only about the internal processes of the company, without actually contributing to projects. A whole well-payed layer is considered to be useless by most of the operative people, and this hurts when your salary increase request gets rejected because of budget shortage.
Image
Outside: End customers usually choose competitors because of the high prices of the DCS. Partners are chronically angry because projects get delivered with big delay.
Inside: after the layoff of external and internal employees, despite a future-proof industry, the image can't be good.
Karriere/Weiterbildung
There is a yearly budget that usually gets withdrawn in the second half of the year because of cuts to the main budget.
Arbeitgeber-Kommentar
Dear DigiCharger,
Thank you for taking the time to provide your feedback. We're all about making DCS the best place to work, and your input helps us get there.
DCS is currently on a very exciting journey as we plan to become the first profitible e-mobility service provide out there. In order to reach our goals, we as a business need to make decisions that support our mission, whether it is priorization, allocating resources wisely or changes in general - also in personel.
Increasing efficiency is one of our highest priority and last year we started with re-launching the Total Focused Company framework and can already see positive changes, especially when it comes to reducing number of meetings. Also the rule of two feet was iplemented to encourage our DigiChargers to leave a meeting if they cannot add any value to it.
Our growth framework with annual performance reviews is designed to ensure fair treatment when it comes to salary increases and level adjustment based on actual performance. This framework is being continuously refined to ensure the most effective evaluation.
We understand the importance of learning and development, which is why we allocate a budget that employees can utilize throughout the entire year. As you mentioned, it happened only once in the past, when in the month of October we had to freeze the budget but everyone had 10 months time to spend it wisely. With the beginning of the next year, employees had again access to their L&D budget.
Furthermore, our Leadership Charging Journey was launched last year to support and upskill our leaders and we are already witnessing positive impacts.
Once again, we appreciate your feedback and assure you that we are committed to addressing the issues raised to create a better working environment for all employees. As a scale up company we are going though challenges typical to this phase but are sure that with great employees we can tackle them.