Wiegand AG

The annual work schedule generally offers a certain degree of flexibility. Team spirit among employees varies depending on the team. Numerous long-time employees left the company, either voluntarily or involuntarily. As a result, a great deal of technical and product knowledge was lost. In some cases, retired employees were asked to return to help compensate for this loss of expertise. In my view, the company has evolved from a patronal, employee-appreciating organization into an authoritarian one. In my impression, anyone who questions decisions or refuses to conform has a hard time. You should also carefully consider whom to trust. Communication seems primarily focused on maintaining a positive image. More openness and transparency would be desirable. The tasks can be interesting and varied. However, strictly separated areas of responsibility make it difficult to solve cross-departmental problems. Suggestions regarding recurring errors or potential for improvement are sometimes dismissed rather than being objectively reviewed. Conclusion After more than ten years with the company, I deeply regret this development. Many experienced employees and valuable expertise have been lost. In my view, the company urgently needs more open communication, a more respectful approach to criticism, and an independent review of its leadership structures.

In my view, the company has changed significantly since the management transition more than two years ago. The work environment has noticeably deteriorated, and there seems to be little room for open criticism. This development should be investigated independently. In doing so, not only managers but also employees without managerial roles should be interviewed confidentially. Certain structures and decisions seem like “sacred cows” that must not be questioned, despite their negative impact on workflows and the work environment. On its website, the company promotes flat hierarchies as well as trust, transparency, and respect. My personal experiences do not align with this image. During my more than ten years with the company, internal promotion opportunities were virtually nonexistent. Team cohesion varies by team, but collaboration between departments has become more difficult under the new leadership. My impression is that little importance is placed on long-term employee retention. It was implied that administrative staff typically change jobs after two years. However, due to the extensive product catalog, a thorough onboarding process takes more than a year.

There are many benefits, such as considerable flexibility in organizing your working hours through annual working time. The team atmosphere is collegial and, to my taste, spiced with a little humor. The management style is egalitarian, though not in every respect, of course.

Communication and consultation with part-time employees, however, the issue is already at a good level in many areas and only has room for improvement in specific cases.

We are constantly adapting to the requirements of the changing market without losing the values of the company. Quality and customer satisfaction are our top priorities.

Changes take a relatively long time to be implemented (partly due to market conditions).

The job is fun and you have very nice customers. You attach great importance to the word team, but you are not lived like that. The knife sticks quickly in the back

Communication should not run backwards and employees should not be muzzled. I think there will be some departures next year.

Super location, good premises (air conditioning). Own production. Very interesting tasks.

Communication within the company should be improved. But they're already working on that.