Asd - Vrachtwagenchauffeur C/E Girteka Logistics Employee Review

The recent direction of Girteka feels like a significant shift compared to what the company used to represent. In earlier years, it was associated with a more stable working environment, better work–life balance, and more competitive benefits. However, from around 2024 onward, there has been a noticeable change in structure and overall employee experience. While it is always difficult to generalize, many of the previous advantages have become less visible over time, and the current environment feels less consistent in terms of support, workload balance, and overall employee satisfaction. As a result, it has become challenging to clearly identify the same positive aspects that once defined the company culture.

The reasons that contributed to my decision to leave last month are the following: Frequent management changes and reduced flexibility Ongoing changes in management significantly shifted the original working structure. One of the key strengths of the company was the ability to work remotely and efficiently across different countries. However, with new leadership changes, there was a strong push toward centralization and in-person collaboration, despite teams remaining geographically distributed, which made the intended improvement in collaboration difficult to achieve in practice. Removal of the bonus system The bonus structure, which previously served as an important supplement to relatively low base salaries, was gradually removed and replaced with less frequent (quarterly rather than monthly) incentives. For many employees, even modest monthly bonuses played a meaningful role in motivation and financial stability. Inconsistent team management and workload distribution There appeared to be inconsistencies in workload distribution across teams, which in practice led to unequal task allocation. This was further impacted by variability in team leadership presence and availability, which sometimes made it difficult to maintain clear guidance and consistent support. Salary structure concerns The compensation structure at entry and junior levels was perceived as very low compared to workload expectations. In some cases, there appeared to be significant inconsistencies between long-term employees and newly hired staff, which created a sense of imbalance in pay fairness and progression. High workload and employee wellbeing The overall workload in customer care was often very demanding, and at times felt unsustainable. This contributed to high stress levels among employees. In some cases, the pressure to maintain performance standards made it difficult to openly address wellbeing concerns without fearing negative performance-related consequences.

Its a nice office and compared to other logistics companies in the country the processes and tools are relatively up to date.

The company's direction changes every month, the KPIs are changed, the management is changed, goals are changed, often even the whole structure and departments are changed. The second you start getting used to the structure management changes again and the new ones bring their own ideas. Everything is a secret in this company, nobody is from management is announcing anything until the last minute and suddenly you go into a meeting and get told that starting tomorrow your job functions are completely flipped. The transition periods during those changes are not handled well so a lot of problems arise that just get swept under the rug. No accountability or sense of ownership, ironically one of the core values.