eClerx Associate Program Manager reviews

Very bad HR culture: HR does not stand with what is right but stands with the management and even if the employee is correct they support the management. This is the biggest danger since, if any day an employee faces any kind of harassment there is no independent HR support to fall back on to. When the HR culture itself is bad it means that bad culture has entered the organization's DNA. Poor compensation and increments. A culture of flattery: Even the HR managers encourage and quote "manage your manager", "build rapport with managers". If you are not good at work but good at flattering your bosses then your tenure here will be rewarded. Poisonous culture and condescending leadership: Risks highlighted by technical SMEs are ignored and falls on deaf ears. Once the risk highlighted by tech team actually occurs, to save themselves the leadership tries to find a scapegoat to put the blame on, which is usually the tech team itself. A culture of blame game, unsupportive, and constant fighting within department and between departments. ill-mannered and rude senior managers: Most managers always communicate rudely and in a shaming manner without mutual respect. Communicating a certain point strongly is a different thing but going beyond publically shaming and disrespecting colleagues, peers and subordinates to the extend that the tenure seems slavery is they way how senior managers and leadership behaves. Courtesy, empathy, sympathy are not at all there in the culture. Unaddressed and ignored resource crunches: There is always all kinds of resource crunches (human resource, tools resources, rewards, etc.). Unscientific bench management. In software development, there are few tools which are expected, such as JIRA, Git/SVN, other project management tools, however, none are being used here. Leadership and senior management are simply unaware of it and therefore the importance. For example, certain internal teams who are not even revenue generating and work on less resource intensive work such as Excel and Word are given brand new latest high configuration Mac books, while technical teams working on high resource intensive tools and generating revenue are made to literally beg for resources and even after that they aren't provided with the minimal required resources. Officially 9 hours but practically 24 hours: Inhumane work pressure and work loads. Project plans consider 24 man hours per day of effort, weekends, holidays, etc. Management expect that the team is by default willing to spend the whole day (24 hours) working. When it comes to it, the management requests the team to extend beyond the 9 hours. But the only thing is that since the plan is considering 24 hours by default the team is already struggling 24 hours. This is to ensure everyone works around 20 hours per day. Holidays and weekends are not considered in project plans. Usually employees and managers gets calls from leadership and senior managers even on holidays without prior notice to work. HR supports the management in these acts. Leadership does not sincerely highlight risks to the clients thereby risking the clients themselves. Employee aspirations are not at all considered. Cancelling planned leaves: There were many instances where team members are asked to cancel their important planned leaves. Rewards do not feel like appreciation: Very poor and cold reward mechanism. The folks winning the rewards does not feel that they've earned it, but feel it as a routine. Because the rewards does not reflect in their salary appraisals and growth of responsibilities. Insincere, cold appreciations: No appreciations but when pushed, you get very insincere, cold appreciation. For example, once you submit resignation, you are likely to receive an appreciation email from your manager or skip level manager, an appreciation that you might've not received your entire tenure. Although the appreciation email might appear confusing that whether it really means appreciation or not. Thanklessness: Promises in terms of pay are not met. I know lot of good performers who are given sub-standard pay scale. At the same time there are those who do not generate results get good promotions and increments. Interns, Analysts, and Senior Analysts and Managers are given very very poor pay despite good performance. I know interns who were promised a certain salary after successful completion of their internship, however, they were given half of what they were promised after completion of internship while they delivered and generated revenue. The management finds global news in an effort find an oppportunity to reduce salary or halt/delay increments. They site these as reasons but in fact the revenue says otherwise. I have worked with many companies of different types and sizes (from startups to MNCs) but this was my worst exit experience. An experience that I will never forget and will always carry.