Unfair compensation/missing promotion of supportive employees, by leads, to match consistently increased workload.
Gut am Arbeitgeber finde ich
Home office,
Online Trainings available for own upskilling.
Schlecht am Arbeitgeber finde ich
Lack of:
Fair compensation for work efforts and work volume.
team support, upskilling and groth by lead instead of blocking it and cause employees to quit or burn out.
Seeing and acknowledging existing bullying or undeserved gender-based/ favoured promotions.
Better leadership that is properly training and enabling their employees so they’re set up for success.
Verbesserungsvorschläge
Fair compensation for work efforts and work volume.
Support team internal upskilling and groth instead of blocking it and cause them to quit or burn out.
Prevent bullying or gender-based/ favoured promotions.
Provide better leadership that is properly training and enabling their employees so they’re set up for success.
Kommunikation
Inconsistent
Work-Life-Balance
Constant overtime, matching a fulltime position, while hired and compensated for part-time
Vorgesetztenverhalten
Lack of fair work contribution acknowledgement, active lack of groth support towards team employees.
Instead, work contributions of employees are used by the Leads to receive own further promotions, without also promoting the employees who supported their opportunity.
Gleichberechtigung
Male colleagues get promoted/paid more in most cases
Umgang mit älteren Kollegen
No clear display of extra benefitial support
Arbeitsbedingungen
consistently burned out team colleagues, without any taken improvement measurements.
Gehalt/Sozialleistungen
Way too low for the workload that’s expected to be covered with too little team capacity.
Karriere/Weiterbildung
There are online-Learning training opportunities for employees to engage in by themselves, depending on general/ team needs.
However instead to help team employees grow and excel further in their existing careers, they get told no higher positions are available, just to replace multiple of them with the higher positions they’d asked for by external candidates with fewer qualifications.
2/3 of the team has quit or experienced severe burnouts.