Basierend auf Daten aus 20 Bewertungen schätzen Mitarbeiter bei Ralph Lauren Germany die Unternehmenskultur als eher modern ein, was weitgehend mit dem Branchendurchschnitt übereinstimmt. Die Zufriedenheit mit der Unternehmenskultur beträgt 2,9 Punkte auf einer Skala von 1 bis 5 basierend auf 47 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.
20 User haben eine Kulturbewertung abgegeben. Diese Faktoren wurden am häufigsten ausgewählt, um die Unternehmenskultur zu beschreiben.
FührungTraditionell
FührungModern
FührungModern
Umgang miteinanderModern
Hast du gewusst, dass es 6 Fragen zur Unternehmenskultur gibt, wenn du einen Arbeitgeber auf kununu bewertest? Hier sind die neuesten dieser Kommentare.
Lucky for me, I speak English, but it’s essential to hire people who can at least speak one language fluently to ensure smooth communication and effective teamwork. How can you expect to manage a team when you can’t even fully understand what people are saying?
Repeating every instruction in three different languages didn’t help productivity either, it only created more confusion and slowed everything down.
None. There was absolutely no sense of teamwork or support among colleagues. Everyone seemed more focused on their own interests rather than working together towards common goals.
It’s a joke. There was no real consideration for maintaining a healthy balance between work and personal life.
I had a conflict with an older colleague and reached out to my manager for help. Her response? “It’s not my business.” If your team isn’t your business, then what is?
Honestly, there weren’t any. Due to a lack of professionalism and the inability to effectively reach customers, most days felt empty. You could clean everything daily just to pass the time. One colleague even read the same catalog three times a day.
There was little engagement, no meaningful tasks, and certainly no sense of purpose in the work.
The atmosphere was dominated by insecurity. The moment you started performing slightly better than your colleagues, they would go out of their way to ruin your mood. The focus wasn’t on teamwork or success but on maintaining the illusion of being a “luxury brand”—don’t be too much, and certainly don’t do too much.
Ironically, the regional manager was consistently disappointed because we almost never reached our sales targets. Perhaps the solution isn’t micromanaging the team but hiring people with actual sales skills and experience?