-Unclear Business / Delivery Org structure (We have seen various BU’s delivery structure shuffle in every 6 months (twin delivery – Delivery head / Business head at peers, Business head reporting to delivery head and many more), sometimes shuffled twice in 6 months) so by the time employees get used to working in that hierarchy, it’s changed.
- Disconnect in Delivery & Busi. Org. (some of the BU’s are quite biased on geography, technology & even individual preferences)
-Unclear Geo focus & M&A policies (GL have opened and closed it’s Business operations in over 3 geographies in less than a year timeframe. So they don’t have the patience virtue to invest & let it ripe aptitude. Similarly opening & closing of ITG team took little over a year for Technology investments. Besides 2 big M&A initiatives have been a loss making venture reflects the shortsighted & hasty attitude of the management.
- Employee Friendly/ Job Security issues - I would just say that in past 4 Yrs, HR itself have been the team with highest attrition, 90% of it is renewed annually consistently. So if retainers (HR) themselves don’t believe in the policies they make, I believe very Little chance that other employees would.
-Sr. Management is unreachable to the bottom peers: In spite of quarterly ‘Town halls’ interactions, ‘Whistle blowing policy’ & more yet the Sr. management have been gradually unreachable for the lower peers. Which on 1 hand is bad for employees & Organization both coz they lose the personal touch, however at the same point in time for a 3000+ Ppl Organization it’s not practically possible for Sr. Management to be in touch with everyone. Yet for the execution excellence it’s the bottom peers of any organization which counts and not the senior folks. I might be wrong here but I have felt that in the past 4 Yrs GL have become more of a ‘process driven organization’ from ‘people driven organization’. Sad part is that the processes themselves aren’t good enough or mature.
- Internal Organizational politics & Individual favorism: Ppl often follow the common policy of "sticking with the bigger & deeper pillars in the Org." and it actually works well there
