1. Culture: The leadership isnt invested in people as there is no definite intent for employee happiness. While there are systems like employee surveys in place, the drive to act and follow up is weak.
2. Compensation: The promised compensation like company shares do not exist if you are in the specialist role. I did have it on my OFFER LETTER. But the organisation retracted it and gave a cash remuneration which obviously doesn't lead to an equivalent share value considering the company was going public.
3. Unorganised approach: Was a bit shocked to see the leadership running a young organization in a very traditional way and totally lacked empowering young employees to innovate and pursue their ideas.
4. Lack of internal tools:There are minimal tools to make your work easy. Especially when it comes to tracking your own productivity and efficiency.
5. Performance management: Needs global overhaul in terms of standardising perf management system. Every team has thier own way of measuring performance which obviously leads to payment disparity.
6. Hiring: Was promised a relocation support (cash plus other support) which I was denied when I reached the city. Moreover the hiring teams are highly unorganised when it comes to follow up on interviews, feedback on candidates etc.
6. "Mathless HC planning": No teams have a math around how and why they need to hire the number of folks they do. They believe they'll be able to spin out a role for everyone thry hire but that's not true. This is reflected in the way employees are shuffled and shifted from one to another more too frequently.
