Basierend auf Daten aus 37 Bewertungen schätzen Mitarbeiter bei Holidu die Unternehmenskultur als modern ein, was weitgehend mit dem Branchendurchschnitt übereinstimmt. Die Zufriedenheit mit der Unternehmenskultur beträgt 4,4 Punkte auf einer Skala von 1 bis 5 basierend auf 114 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.
37 User haben eine Kulturbewertung abgegeben. Diese Faktoren wurden am häufigsten ausgewählt, um die Unternehmenskultur zu beschreiben.
Umgang miteinanderModern
Umgang miteinanderModern
Umgang miteinanderModern
Umgang miteinanderModern
FührungModern
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The work atmosphere started off well but declined rapidly after a year. The Munich-based team, except for some management members, grew very close and still enjoys working together. However, the team was significantly reduced after staff had to be hired in another cheaper country. The department head was more often that not absent, leaving only a few team members in the office, sometimes just two of us. As pressure and stress increased, the atmosphere became tense, with other departments eavesdropping on our conversations. Certain employees who were eavesdropping were known to be close to the leadership. Anonymous company-wide surveys were offered, but due to the team's small size, it was hard to be truly honest without being identifiable. If opinions were expressed anonymously or directly, we were told that our attitudes needed to change and nothing else.
These are just a few examples that would translate the bad working atmosphere.
When I was hired, I expected to work for Holidu, but it turned out I was actually hired for Bookiply, a different part of the company. While leadership made efforts to be transparent and honest, the real issues lay within the CS department.
For example, employees who didn’t have weekend work in their contracts were still expected to work weekends when the other team traveled to Munich for an office party. No one informed these employees in advance; it only became official after they raised the issue.
After the Director was hired, weekly meetings became filled with vague responses and corporate jargon, with a clear patronizing tone toward staff questions. White lies were common, with employees being made to appear "off sick" for days following their dismissal, which was framed as a mutual agreement. Meanwhile, those dismissed for misconduct received a company-wide farewell, whereas employees let go for expressing their opinions were immediately isolated and told to stop working on the same day.
The Munich team in the CS department trained the staff hired at the new office. Quickly, the attention shifted entirely to the new team, emphasizing quantity over quality. While many individual members were still respected and appreciated, the focus on rapidly hiring a cheaper workforce created a divide between the two offices. The Munich team was left with Team Leads who weren’t even in the same country. Seniority lost its value, and team members began reporting on each other.
The other team rarely voiced their opinions openly, yet the Munich team was perceived as the one always expressing discontent. This led to a situation where we had to start asking questions on Slido with our names attached, to prove that the "harsh and aggressive" questions weren’t coming from us.
Maintaining a good work-life balance was difficult when work consumed your thoughts due to demanding targets and passive-aggressive management. With inflation and low pay, it felt more like a struggle for work-survival balance.
My first supervisor was excellent; she genuinely motivated me and encouraged me to improve. Her personal touch created a strong bond and trust between us. My second supervisor, however, frequently rescheduled our 1:1s and advised me to stop venting, saying it would make my life easier.
The third supervisor noticed my struggles but offered no clear solutions, instead suggesting I watch someone I had trained do the work I had taught her. I eventually found my own way to meet targets, but when she let me go, she didn’t say a word during the meeting.
Has improved a lot in the last year.