Basierend auf Daten aus 80 Bewertungen schätzen Mitarbeiter bei KWS Gruppe die Unternehmenskultur als eher modern ein, während der Branchendurchschnitt zwischen traditionell und modern liegt. Die Zufriedenheit mit der Unternehmenskultur beträgt 3,7 Punkte auf einer Skala von 1 bis 5 basierend auf 172 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.
80 User haben eine Kulturbewertung abgegeben. Diese Faktoren wurden am häufigsten ausgewählt, um die Unternehmenskultur zu beschreiben.
Strategische RichtungTraditionell
Umgang miteinanderModern
Work-Life BalanceTraditionell
Strategische RichtungModern
Umgang miteinanderModern
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One major issue I faced was poor communication during my evaluation. Although I was rated as a high performer and had work trips planned, suddenly, just one week after preparing for those trips, my manager and department head decided I was no longer fit for the role and wanted to end my contract. Since they couldn't find a valid reason to terminate my contract, they pressured me to sign an agreement. This decision was made without clear reasoning or discussion, despite HR being aware of the stress I was under. Their unprofessional behaviour led me to hire a lawyer. Even after standing my ground, I never received a proper explanation. My lawyer pointed out that if there were performance issues, I should have received at least one warning. Given these problems, I strongly recommend that current and new employees have a lawyer to protect their rights and ensure fair treatment.
The work environment often lacked genuine cohesion among colleagues. Cliques and social circles within the department created a sense of division, making it difficult for some employees to feel truly integrated or supported. This lack of unity and mutual respect sometimes hindered effective collaboration and overall workplace satisfaction. However there are few colleagues who shown great support.
The company generally provides a work-life balance. However, some immature leaders interfere with employees' personal lives and activities outside of working hours, which can create discomfort and stress. This intrusion detracts from the overall positive aspects of the work-life balance.
The team leader, in her first managerial role, openly admitted to struggling with team management, which affected our productivity and morale. My direct manager focused more on social activities, like bringing cake and organizing breakfasts, rather than on our professional growth and project success. She frequently shouted at me, which was unprofessional and witnessed by colleagues and work council. I even emailed her to request respectful communication as I valued the organization and wished to continue working there. The team leader frequently displayed dishonesty, which eroded trust within the team. Their tendency to lie created a toxic atmosphere, making it challenging for team members to rely on their guidance and decisions. This lack of integrity negatively impacted overall team cohesion and morale.
The company provided a variety of interesting and challenging tasks that kept the work engaging and intellectually stimulating. Opportunities to work on diverse projects allowed employees to expand their skill sets.
In GMC the department was characterized by distinct social circles, and it was essential to align with one of those circles to fully integrate and thrive. This sometimes led to feelings of exclusion and impacted team cohesion negatively. Also there was a noticeable lack of respect for long-term employees, which affected morale and retention.