Tata Consultancy Services reviews

Once you leave you can never return. I worked for TCS for nearly 8 years and went from making 72k/year to 91k/year. At a senior level I should have been making far more. The pay is sub par. As a Senior Software Engineer I made under 100k/year.

1. "Your skill set may deteriorate, rendering you less competitive." This point suggests that staying in the company may lead to a decline in one's skills over time, making it difficult to remain relevant in the job market. It implies that the company environment might not provide sufficient opportunities for skill development or advancement, ultimately putting employees at a disadvantage professionally. 2. Difficulty in Leaving Due to Obsolescence: "It may become challenging to leave the company due to skill obsolescence, even if you enhance your skills independently." This point highlights the risk of becoming outdated in terms of skills, making it hard for employees to find opportunities outside the company. It suggests that even if individuals proactively try to improve their skills, they may still struggle to secure roles at a competitive level outside the organization. 3. Opaque Appraisal Process: "The appraisal process lacks transparency." This point indicates that the process for evaluating employee performance and determining promotions or salary increments is unclear or not easily understood. It suggests a lack of transparency in how decisions regarding appraisals are made, potentially leading to dissatisfaction among employees. 4. Low Salary and Its Impact: "The company offers relatively low salaries, causing frustration in both personal and professional life." This point highlights the dissatisfaction that may arise from the company's compensation structure, indicating that the salaries provided are insufficient for meeting personal and professional needs. It suggests that employees may experience financial stress and dissatisfaction as a result of their compensation package. 5. Inaction at Senior Levels: "At certain levels, senior management may be inactive as they approach retirement." This point suggests that senior-level employees may exhibit a lack of initiative or involvement in decision-making processes as they near retirement. It implies that the organizational hierarchy might be affected by a sense of complacency or disengagement among senior leaders, potentially impacting the overall effectiveness of management. Mismatched Work Assignments: "Work assignments may not align with individual skill sets." Explanation: This point indicates that employees may be assigned tasks or projects that do not fully utilize their skill sets or expertise. It suggests a mismatch between the capabilities of employees and the nature of the work assigned to them, potentially leading to inefficiencies and dissatisfaction with job roles.