Camunda reviews

Pronouns - The HR team consistently and egregiously use incorrect pronouns for colleagues. This is important to highlight, as misgendering someone can have a deeply negative impact on their wellbeing at work. What makes this especially troubling is that the HR team should be setting the standard for inclusive and respectful behaviour. If HR isn't a safe or supportive space, where can employees turn? Cronyism - There is widespread cronyism throughout the organisation. Once a people manager joins, they tend to bring in numerous former colleagues, creating insular, exclusive sub-groups. A notable example is the HR team. This dynamic stifles diversity of thought and often leads to stagnation and bias in decision making. Culture Shift - Camunda has undergone a significant cultural shift. In my experience, the focus on employee wellbeing has diminished considerably. Many employee-focused initiatives (jobs, retreats, social events, etc.) have been cut, expectations and workloads have increased. This has led to burnout and employees feeling anxious about the security of their roles.

- Removing an optional yearly company gathering that many employees liked for team-building - Imposing instead a yearly company kickoff where everyone must assist, which interferes with employees out-of-work planning, time off and the remote-first value - When I joined the CEO was congratulated for the company approach on transparency, which compared to other companies experiences makes sense. It is definetly a game changer on creating a safe, non-toxic and fair work environment for everyone, thats one of the things that makes Camunda stand out among other companies. Like it has been mentioned in other comments, this looks like its starting to dissapear starting from the SLT, along with the employees that promote and value transparency - We were told that if we want work-life balance we should look elsewhere, and the answer we got to why was that told afterwards, sounded like a vague excuse to not make it sound too bad and turn the conversation around. Just like another good value many Camundi have, recognising mistakes is part of growth and anyone can make them without being judged for it, Im sure at least some Camundi were expecting this to be done by SLT as well, like simply explaining it was a communication mistake that anyone can make and it would have been fine - Companies that start going downhill and have massive employee rotation numbers, multiple SLT replacements/hirings, acquisitions and therefore a big loss of specific and technical company knowledge, they all start with these kind of company practices "hints". Hopefully Camunda wont steer in this direction and it will be just a slip, it can be fixed with proper action and conversations instead of creating a permanent deal out of it In conclusion, it looks like SLT is trying to push their new "values" downstream starting with some little "hints", and they received a major pushback and answer from the employees, because they actually care and promote the previous approach to transparency and work environment that Camunda itself promoted. Employees are doing their best to build that generational company SLT mentions. We have the best employees (no need to copy fancy wording like "A-players") and it can be accomplished, but like a tree, you cannot cut Camunda roots in order to grow, otherwise the tree starves and employees start leaving, uncomfortable working environments appear like other reviews mentioned about some "leader", internal knowledge that takes time to build exits the company... and so on, while other competitors then could take the opportunity and start riding the wave we want In few words, you cannot build a generational company if employees have great values like transparency or work-life balance that are not matched by SLT. These values and roots keep the good mood of Camundi, retention of great employees and increases the quality and quantity of their contributions. Achieving big goals doesnt mean we need to leave the great values that were built by Camundi behind.