I started in the AUS market before COVID, and initially, there was a lot of support, including bonuses and encouragement to pursue what I wanted to do. However, as time went on, the situation changed for the worse. There were no pay rises or bonuses, and promotions were based on favoritism rather than merit. Even if you were delivering exceptional results, working overtime, and staying focused, if you weren't in the "favorite circle," you were overlooked.
I saw technically skilled colleagues passed over for promotions, while employees in Sales, BAS, or especially senior leaders. They were being moved into different practices because they possessed "energy," a vague term/quality that didn’t contribute to actual client deliverables. When asked about pay rises or bonuses, the response was that we were in a "freeze mode," yet the business was clearly booming.For ACs C SC, nothing!
In 2022, 2023 AU market made more money than their targets but bonuses were cut, and despite management promising that there would be no layoffs in Australia, there were silent redundancies. Employees couldn’t even mention being made redundant in their goodbye emails. This lack of transparency was incredibly frustrating.
Work-life balance was non-existent. Scrums were chasing tickets well into the evening, and build teams expected engineers to respond, even if it was past 7 or 8 PM. There was no clear boundary for logging out, which created a stressful environment.
To add to this, the company introduced new terms like "2.0" or "3.0" to rebrand internal policies under the guise of innovation, but in reality, it was just the same old policies repackaged to look good on LinkedIn.
Only AWS , Snowflake, Slaesforce work they prefer to have. no opportunities for AZURE GCP.
Many talented individuals left due to the favoritism, lack of opportunities, and the overall toxic work environment. The high turnover of employees is a clear indicator that something is not right.
