My answer to this question? (I am really vella)
1. Give Credit to the actual developers/ workers who are delivering in a project and not just to those who are bringing the project.
2. Normalization applied is not the correct way everytime, It is not necessary that if a unit has 10 skilled workers who deserve A there will be as many deserving B or C for that matters, the work for most of the projects is not very tough and in that case if some one getting an extra effort gets A, rest should get B+, and there are several such examples.
3. Compensation provided by the company at the end of year is not justifiable at all moreover it doesnot even meet the industry standards (pardon my ignorance, my knowledge is limited to the information I gathered from the market).
4) The company fared equally for a person who stayed with the company during bad times (last year when there was no appreciation or less bonuses) and those who joined afterwards, all of them got the same appreciations. If some one stayed with you during desperate times, it is not because of lack of options but because of loyality, and company shouting all the time about high EBIDTA and good performance but no appreciation or recoginition for such people was a big blow.
5) Most of the processes deployed by quality team requires senseless document creation and many processes deployed acorss various projects are not in sync with each other, more over quality team expects a process improvement by each project every quarter. Due to which processes keeps changing frequently. And resources spends almost 30 % of time managing documents (at times filling manipulated data) and mentally exhausted which not only hampers quality development time and also leaves no time for resources to learn something new.
6) Many policies applied by senior mangaement lies on papers, for instance IDR which asks for a resource development but other than having him fill big forms once every year, no action was taken by company to help resource acheive those scales of development.
7) There is no central server provide which can be accessed by all the members in company for the practice, simulation, etc activities, which will keep bench resources busy and also give them an opportunity to develop their skills.
8) The openess which we talk about so much is only on papers, because there is always a wide gap between the things promised and the things actually delivered by the company.
9) At the end I can say that there is a big difference between the Company I joined in 2007 and the Company of 2010, And not towards the positive side, the openness which was supposed to be one of the pillars of company's success is only on papers but not applied any where.
10) And to talk about leadership, I really appreciate the leadership at the senior level, but the middle management which I met and worked with during recent times is not up to the mark. worst they do not deliver what they promise, nor there is a long term vision in the approach but mostly the short term vision. Which create no sense of security in minds of people but only those who are required to fulfill the short term goals of the management are taken care off.
I heard that, before better before the merger, when the company was named $$$$$ and the employee satisfaction was the best, and better than any service company (leaving aside a few names) but it was a brand well recognized and reason for most of the people to join the company was good ESAT but it is not true in present scenario. May be if we cater to needs of the employees and improve over approach to select and filter good resources (necessary to fulfill long term goal) company will flourish better than ever. All the best.
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