RTL Group reviews

Internal Feedback – Workplace Concerns 1. Shareholder Focus vs. Employee Value The company’s decisions appear to prioritize shareholders above all else. Employees who have demonstrably contributed to the company’s success often feel replaceable, especially if they raise concerns. Despite consistent performance, salaries remain stagnant while benefits are reduced year after year. As a result, employees experience a gradual loss of financial stability. 2. Parking Situation The current system of allocating parking spaces by lottery is inefficient and demotivating. Employees are required to be on-site, yet reliable access to parking is not guaranteed. This practice creates unnecessary stress and dissatisfaction. 3. Electric Vehicle Charging Other companies offer free charging as a benefit, even without large-scale solar installations. RTL owns significant solar capacity but provides only six paid charging stations, limited to two hours. In addition, charging speed advantages disproportionately favor management, while regular staff face additional costs and inconvenience. 4. Office Environment Before the pandemic, employees had adequate office space. During the pandemic, the company successfully reorganized to ensure safety and efficiency. Post-pandemic, however, the transition to large open-plan offices has reduced productivity and well-being. Challenges include: Frequent illness due to shared space Constant disputes over temperature settings High noise levels making customer communication difficult Overall, the office environment is loud, uncomfortable, and detrimental to both health and performance. 5. Employee Motivation & Retention While the company continues to grow, employee conditions are steadily deteriorating. Commitment and dedication often go unnoticed, leading to frustration and burnout. The combination of low salaries, high stress, and inadequate workspaces makes it increasingly difficult for staff to remain motivated and engaged. Conclusion If RTL wishes to strengthen its long-term success, employee satisfaction must be taken seriously. Parking, charging infrastructure, and office conditions are not “minor issues” – they directly affect motivation, productivity, and retention. Addressing these problems would demonstrate that the company values the people who make its growth possible.

A lot of these motivated colleagues, including myself, are leaving now, as the group is doing absolutely nothing for us. We even have people in our group who are supposed to fight for our rights, but every year we keep losing more and more benefits. To announce just a few examples: They put almost everyone together in small offices. Many people get sick because colleagues come to work while ill – it’s horrible. They are closing departments to save money and also move those people into the small offices, so you end up sitting with at least 10 people in one room, and there’s always someone sick. They cut all benefits just because they want to pay the shareholders – and nothing else. At the beginning, they told us to buy electric cars, promising free charging. Now they stopped it. Extra money for working on holidays has been reduced to the legal minimum. Salaries are not automatically adjusted. If you move from junior to senior, you will still have the junior salary unless your manager accepts your request for a raise. It’s a shame to work for a company that keeps putting its employees into worse conditions every year