Basierend auf Daten aus 26 Bewertungen schätzen Mitarbeiter bei ZEAL Network die Unternehmenskultur als modern ein, während der Branchendurchschnitt in Richtung modern geht. Die Zufriedenheit mit der Unternehmenskultur beträgt 4,0 Punkte auf einer Skala von 1 bis 5 basierend auf 214 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.
26 User haben eine Kulturbewertung abgegeben. Diese Faktoren wurden am häufigsten ausgewählt, um die Unternehmenskultur zu beschreiben.
Umgang miteinanderModern
Umgang miteinanderTraditionell
FührungModern
FührungModern
Strategische RichtungTraditionell
Work-Life BalanceModern
Hast du gewusst, dass es 6 Fragen zur Unternehmenskultur gibt, wenn du einen Arbeitgeber auf kununu bewertest? Hier sind die neuesten dieser Kommentare.
Communication is in general open and transparent. However often after the facts have been decided. The bottom up approach promoted in the career pages and materials changed a lot the last years and is not really the case.
As long as there is no promotion opportunity collaboration works fine. Or you are in the inner circles of some of the core teams. Then neither your behavior or attitude counts as long as you are performant.
However on each change many individuals start playing the corporate game to get the next promotion.
There is two choices:
Work hard and play hard. If you achieve to become one of the core devs, you can decide and drive everything and you voice and happiness counts a lot despite any behavior you show. Then though you have to work really hard.
Or you are a nice person, do your job 9to5 but then you are seen as resource and should not disturb with a different opinion.
There is many hierarchies. The team leads do their best job to keep the team protected from department politics among various parties. The senior leadership and vice presidents have one priority: Having their projects seen as successful and business driver. While this might be needed, they overstep boundaries with their department politics and are in a constant battle of decision control. That’s why decisions change often quickly when they come under pressure and processes have to implement without care and thought or involvement.
Not anymore, freedom is reduced and replaced by competence centers where certain individuals drive decisions.
In general still great work atmosphere. What impacts it though is that changes are forced by leadership committee‘s and come out of the sudden.