May 26, 2025 | Janine Praxmarer
Welcome back to my journey through the world of employer branding!
In the first part, I told you about my exciting but also challenging experience when I started a new job that, on paper perfect seemed.
But how does the reality when the doors open and everyday life begins?
Let's dive in!
So in January 2024, a new chapter began for me when I started a new position, which I was to take over from a colleague. This colleague was friendly and calm, but she also made an impression on me. Very closed.
When I asked her about her time at the company, she received I have no real Answer - I found that strange. The atmosphere between her and the other two colleagues was also noticeably cool. I thought maybe it was because of her reserved nature.
My induction lasted two weeks, during which I mainly worked at times when my predecessor was also in the office. I was convinced that I would continue to work at these times until I had all the processes under control.
But when I tried to change my working hours a few weeks later adapt, I quickly realized that it wasn't that easy. Every time I wanted to leave early or swap afternoons instead of mornings, I had to ask for permission. Most requests were turned down with good reason - from the promise flexible working hours was no longer to be found. I began to wonder how things were really going in this team and what challenges were still waiting for me.
Checklist: How can I tell if employer branding is being practiced?
- Authentic communication: Are the corporate values and visions transparent and
communicated authentically? Do the external promises match the internal reality? - Recruitment procedure: How professional and transparent is the recruitment process?
Is there clear information and feedback throughout the process? - Working atmosphere: What is the atmosphere in the team like? Is there respectful and cooperative interaction between colleagues? Are new employees welcomed and integrated in a friendly manner?
- Flexibility: Are promised flexible working hours and working models actually made possible?
How are the individual needs of employees dealt with?
I was proved right, as numerous challenges awaited me. The promise of a company parking lot soon turned out to be an illusion. Officially, there were only two parking spaces available, while the others were intended for customers - to which I had no access. So I was forced to use the surrounding parking areas, which belonged to the neighboring company but had many employees of its own. Each time I had the unpleasant feeling that I was taking someone else's parking space.
But that was not all.
Little by little, I began to understand why my predecessor had so few conversations with her colleagues. She was tired of, permanently responsible to be blamed, even for the smallest „unimportant“ things. Every time a problem arose, she seemed to become the target of criticism. Not only did I hear stories from the two colleagues in the office, but I also experienced for myself that you can quickly find yourself in the crosshairs.
Checklist: How can I tell if employer branding is being practiced?
- Authentic communication: Are the corporate values and visions transparent and
communicated authentically? Do the external promises match the internal reality? - Recruitment procedure: How professional and transparent is the recruitment process?
Is there clear information and feedback throughout the process? - Working atmosphere: What is the atmosphere in the team like? Is there respectful and cooperative interaction between colleagues? Are new employees welcomed and integrated in a friendly manner?
- Flexibility: Are promised flexible working hours and working models actually made possible?
How are the individual needs of employees dealt with?
I tried to remain neutral and form my own opinion. But whenever something went wrong, I quickly became the scapegoat. With customers, everything was blamed on the „secretary“ and it was said that I didn't know any better - even if I had no connection with the problems in question. The atmosphere in the office was tense and I felt the pressure on me to do everything right, but at the same time I was constantly being dragged into the negative. With each passing week, I realized that I was in a team that lacked cohesion. It was obvious that the dynamic between colleagues was not healthy and I wondered how to deal with it.
And when you think it couldn't get any worse? Wrong - then comes the next big shock. Due to a private matter, I asked our accounting department to send me my pay scale classification. What is normally no big deal turned into an ordeal and ended in disaster.
But I would like to in two weeks otherwise it's just going to be too long here and when I read all this, I just think to myself how NAIV was I please?
Checklist: How can I tell if employer branding is being practiced?
- Development opportunities: Are there clear career and further training opportunities? Is the personal and professional development of employees encouraged and supported?
- Work-life balance: Are measures to support a good work-life balance offered and actually implemented? How flexible are the working conditions with regard to family and personal needs?
- Appreciation and recognition: Are employees' achievements and successes regularly recognized and appreciated? Are there transparent and fair feedback and recognition mechanisms?
- Supporting infrastructure: Are the promised resources and infrastructure (e.g. parking spaces, work materials) actually available and accessible?
- Assumption of responsibility:
How are mistakes and problems dealt with? Is there a constructive culture of error, or are culprits sought?
In the meantime, I'm interested to know if you can recognize yourselves in my story. What is your relationship with your colleagues like? Do you think I'm exaggerating? Let me know - and in two weeks' time I will present you with the true tip of the iceberg.
We are pleased
[contact-form-7 id=“bab3710″ title=“Opinion on the topic or experiences“]
