Longterm Mental Health Consequences - Junior Designer bei Kayser-Roth: Mitarbeiterbewertung

A supportive and energetic team environment with a strong sense of collaboration. Opportunities for career growth and team development. The company is experiencing positive momentum with new leadership and recent organizational restructuring. PS: A lot of the previous bad reviews are from people that are no longer part of the company because they have been let go or they retired.

Greater flexibility with remote work would be beneficial. Some long-tenured employees may be set in their ways, which presents an opportunity to encourage fresh perspectives and innovative thinking. Bringing in new voices could help support the company’s continued growth and evolution.

-Nice coworkers in the NYC office -Convenient office location in Midtown Manhattan

-Toxic executive leadership created a culture of fear, stress, and constant uncertainty. The company president's management style negatively impacted morale across the organization, making day-to-day work unnecessarily difficult for many employees. -Frequent layoffs, budget cuts, and ongoing restructuring left employees feeling perpetually concerned about job security. Teams were repeatedly asked to do more with fewer resources, resulting in heavy workloads, long hours, and occasional weekend work without meaningful efforts to address staffing needs. -Communication from leadership was often inconsistent, with priorities changing frequently and little transparency around decisions. Employees were expected to pivot quickly, even when strategic direction shifted from day-to-day and week to week. -The organization remains highly top-down, and new ideas or alternative approaches were often met with resistance. Many talented employees became disengaged because they felt their expertise and feedback were not valued. -Benefits were expensive relative to the compensation offered, particularly for employees based in New York. Health plan options were better aligned to North Carolina employees than those working in NYC office. -HR appeared to have limited influence in addressing employee concerns involving senior leadership (mainly the president of the company), which contributed to a perception that accountability was inconsistent across the organization.