Chronic Under-Compensation, Leadership Apathy, and Declining Talent Quality Are Stalling the Company’s Growth
Pros
The company maintains steady operations and does not frequently resort to layoffs, which may provide temporary job security for employees seeking continuity. Cab and canteen allowance is given but lower. The organization has foundational systems and processes established, which could support better growth if leadership chooses to invest in people, compensation, and culture.
Cons
The company operates with an extremely low salary band—significantly below current market standards. This has created a self-inflicted hiring crisis where the organization is unable to attract or retain quality talent because it cannot meet even reasonable compensation expectations. Existing employees, despite consistent performance and results, are denied promotions and role growth. In contrast, new hires are often brought in with better designations, creating resentment and destroying internal morale. Managers and VPs show little to no interest in employee career growth, mentorship, or long-term direction. The expectation is blind compliance—employees are treated as execution machines who should say “yes” to everything without questioning, negotiating, or aspiring. Due to prolonged underpayment, capable employees have mentally checked out or moved into comfort zones, while stronger performers leave. The result is a workforce imbalance that directly impacts delivery quality. Because fair compensation is not offered, the company increasingly attracts lower-quality talent. Skilled professionals naturally demand competitive pay, which the organization is unwilling or unable to provide. HR and Employee Relations add minimal value. They lack independence, authority, or advocacy for employees and function largely as management mouthpieces. Current team size appears unjustified given the impact delivered. Leadership is fully aware of these issues but chooses inaction as long as the company continues to grow—even at a slow and unsustainable pace. Business growth is minimal, innovation is limited, and there is no excitement within engineering teams. Developer morale is visibly low, directly affecting productivity and ownership.
