DEKRA reviews

The management is certainly hard to be taken seriously, preaching water and then drinking wine. Leading, motivating people is non-existent (there are rare exceptions) and the core-management is invisible most of the time. One member of that crew is visible once a week in a quite useless and forced performance, always negatively - without fail. Inconsistent office rules, bent and adjusted based on liking and clearly enforced in case of disliking. This can go as far as "firing" the once much liked employees, or they just leave by themselves. You are asked to speak your mind, but really only as long as your opinion aligns with that of the core-management. People are promoted based on liking, even if the performance has been proven to be sub-par in the past. Same goes for hiring, stop hiring for the sake of numbers, if you continue the "quantity instead of quality" mantra it will cost the company dearly. Not to speak of the negative side effects, it has on current employees and damages to reputation. I met really good professional people since I joined a few months ago, but by now everyone I liked and respected has left the company and this to me is a glaringly bad sign.

- HR department struggles with basic functions and lacks professional competence. Long waiting periods with no responses are common. - Absence of clear career progression and development plans, with no official job descriptions provided. - Salaries fall well below industry standards with counteroffers only made at the point of quitting. Even then, increments are meager and disproportionate to industry norms. - Persistent feeling of being under surveillance and undervalued, creating an uncomfortable and demotivating work environment. - Management, from local to upper levels, exhibits signs of incompetency and lack of leadership skills. Favoritism and nepotism seem rampant. - High turnover rate, with about 60% of new hires leaving during their probation period. Notice periods have been extended to three months, an absurd length. - Insufficient flexibility for remote work. Personal commitments require taking leaves, with exceptions made only for "yes men". - Irresponsible handling of Covid-19 situations, with attempts to keep infections secret and the implementation of laughable safety measures. - The German-centric mentality leads to a perceived superiority complex that creates tension and high employee turnover. - Task assignment is often unrelated to job roles, as exemplified by Cloud Engineers having to handle 1st level tasks due to an ineffective Service Desk team. - Issues with parking facilities, with limited spaces for employees and a majority reserved for management.