Expandable company management
Gut am Arbeitgeber finde ich
Alles in allem kein schlechter Arbeitgeber sofern auf die Mitarbeiter gehört wird und die richtigen Leute eingestellt werden.
Schlecht am Arbeitgeber finde ich
It is of great importance, in addition to the previously mentioned aspects, to ensure that individuals who are obnoxiously pushy, do not close deals in the long term or whose performance may be interpreted in an overly positive manner should not be rewarded or retained. Such behaviour and underperformance can have a significant negative impact on the work environment and the overall performance of the company.
It is therefore advisable to establish clear benchmarks and performance criteria to ensure that all employees are evaluated and retained on the basis of objective assessments and proven success. This promotes a productive and appreciative work culture in which individual performance and constructive cooperation are valued. Leaders should actively monitor employee performance and ensure that those who do not meet expected standards are adequately supported or corrected as necessary to ensure the long-term growth and success of the business.
Verbesserungsvorschläge
It is crucial to seriously consider the input and insights of employees. In a dynamic business environment, employees are often the driving force behind innovative ideas and efficient work processes. Open communication and a willingness to listen to feedback and suggestions from the workforce can make a significant contribution to improving operations and achieving business goals.
In addition, it is essential to get rid of leaders who do not have the necessary qualifications or ability to contribute to the success of the company. Ineffective leaders can have a negative impact on morale and the performance of the entire team. It is therefore imperative to ensure that leadership levels are staffed with competent and motivated individuals who can make a demonstrable contribution to the success of the business. A clear and discerning selection of leaders is crucial for successful corporate governance and the achievement of long-term goals.
Kommunikation
Communication and transparency often lacked. Decisions were often made without proper consultation with the teams or individuals concerned. This led to a lack of clarity regarding the background and impact of these decisions, which in turn affected the effectiveness of the work processes. It would be desirable if future decision-making processes promoted more thorough involvement of relevant parties and open communication to enhance trust and productivity in the organisation.
Vorgesetztenverhalten
The strategic orientation proved to be suboptimal. There was a lack of a clear and consistent line that would have offered orientation and clear guidelines for action to the employees. Instead, only (unrealistic) targets were set without developing clear organisational structures and comprehensive strategic measures to support these targets. This lack of direction led to some uncertainty among staff about expectations and priorities.
It was unfortunate to observe that requests to implement change were systematically rejected without sufficient space for different ideas and perspectives. This attitude limited the possibility to benefit from alternative approaches and innovations that might have led to improved performance and competitiveness of the company. An open and dialogue-oriented communication culture could help here to create a more conducive environment for creative ideas and strategic adjustments.
Gleichberechtigung
It was noticeable that there was a certain preference at Plentific for staff with high academic degrees, even if these degrees were not always associated with outstanding performance. This led to a prioritisation of formal education over staff's actual achievements and practical performance. A more balanced assessment of staff qualifications and practical skills could help to identify and promote talented individuals appropriately.
In addition, there seemed to be a tendency to appoint close friends or acquaintances to positions that were beyond their actual capacity. This approach led to inequities and diminished the recognition and reward of employees who stood out for their hard work and measurable achievements. A transparent and merit-based HR policy could ensure that those who excel are properly recognised and promoted, regardless of personal connections or academic background.
Gehalt/Sozialleistungen
Compensation proved to be competitive, with the real challenge being the bonus model, which underwent a change on a relatively frequent basis. These frequent adjustments created a degree of uncertainty and a lack of predictability regarding individual income development. A more stable and predictable bonus structure could provide staff with a greater degree of financial security.
It was disappointing to note that the targets set were regularly shifted in a direction that was perceived as unrealistic for many employees. This approach created a climate where seemingly unattainable standards were the norm. A more realistic approach to goal setting could increase staff motivation and productivity while promoting the possibility for concrete achievements and recognition of performance.