Diligent reviews

Disconnect in Performance Appraisals: There is a severe gap between effort and recognition. Despite employees putting in extra hours, late nights, and weekends, the appraisal system feels completely arbitrary. High performers frequently receive unfair ratings that do not reflect their actual hard work and contributions, leading to widespread frustration. One-Way Communication & Lack of Transparency: Communication and responses from management are consistently delayed. There is no 360-degree feedback mechanism, leaving employees with no safe channel to review or provide constructive feedback to their managers to improve team support. Systemic Favouritism Over Merit: High-level management exhibits strong bias. External vendor/partner resources (Product Owner) are frequently transitioned into permanent roles and shielded by favouritism, despite having minimal end-to-end product knowledge. Meanwhile, the internal core engineers who actually understand the product and keep it stable are subjected to unfair, negative feedback.

The most challenging aspect was the constant process changes. We shifted from a hybrid of inbound and outbound to pure outbound prospecting while keeping the same targets, which directly impacted our realisation and earnings. What made it harder was that there wasn’t enough driver or motivation behind the shift, we weren’t compensated fairly for the transition, so many of us felt we’d actually earn less. That lack of clarity and fairness created frustration across the team.