It shows people on the company’s roster. Most of the companies know that office at adult daycare’s. So they fire like crazy if anyone doesn’t fit their required roster

Senior Product Designer

This company fired anonymously last month and some this month but managed to give the tier 1 or 2 MBA grads MAC

Product Manager

Company called employee to come office everyday, more I talk with people I am realising people with my years of experience are promoted and getting more pay because they have done MBA  And we will ...

Welcome to Office Gossip's Private Community

Company called employee to come office everyday, more I talk with people I am realising people with my years of experience are promoted and getting more pay because they have done MBA

And we will be reporting to them

Why this discrimination?

Office stuff

Office stuff- Grapevine

Welcome to Indian Startups's Private Community

sounds shitty but have heard such stories

Has HR ever told anybody that they pay their colleague more even when you both are doing the same job just because the colleague holds an MBA?

Software Engineer

Welcome to Software Engineers's Private Community

One of my close coworker rather a best friend, recently talked to his manager for promotion. However the hike after promo what manager said was ~25%. However same experience, same team -same experience guy who got promo in last December cycle got fixed around 28-30L. Now he had asked suggestions. He's fixed is coming around 24. 

He asked me how to get fairly treated. Both are having same experience, same team. However the earlier guy joined at higher fixed. Is there any way to see this as he can't compare himself directly.

I am not expecting promotion this year but this seems to be a genuine question to be treated fair.
If any such scenario comes to me , I would simply get an offer and leave. However I want to know the correct approach.

Hike negotiation

Software Developer

Welcome to Business Roles's Private Community

It's slightly long - It would be great if you could guide me!

Total Experience: 7 years
Domain: Sales
Education: Tier 2 Engineering College
Current TC:  Rs. 60L + ESOPs (mentioning the compensation as it's relevant)

Throughout my life, I have been discriminated against due to not having a pedigree. I have had to work my ass off to reach where I am today.

Currently I'm at a senior position in a startup incubated by an MNC. I still face the following concerns:

1. Extreme difficulty while applying for jobs; Example: my exceptional performance in my previous organisation was not known outside and since I didn't have any "pedigree", I was considered overpaid in the job market.

2. I did join at a decent hike after an year of search and even in the new company, I don't command a lot of respect due to the lack of fancy tags like IIT/IIM/ISB/Booth/LSB/Insead,etc.

What should I do? Does an MBA make any financial sense to me at this Experience and Compensation? If yes, where should I try for an MBA?

Should I do an MBA?

Sales Leader

Looking for genuine and non diplomatic answers since it will be anonymous. It is upto you to reveal the name of the company you resigned from.

Lets discuss!!! I will go first -

I quit my last organisation (a famous UPI company) in 2020 because, they still are in old technology. No cloud computing, no kubernates, no terraform. Their entire baremetal infra are in 2 DCs (Mumbai and Bangalore). Leadership ideas are outdated. I was very much bored and looking for a change.

Why did you resign?

Amount of effort i put and the salary i got was not proportional. 14 hrs to get 30k salary as a fresher. I had understood that I deserve better - thus i moved to get better pay and better wlb (which I got in swiggy)

Founder

DevOps Engineer

Hi,

I came across few friends and also one person who used to report directly to me that they got 24 LPA offer. They have less yrs of experience then me and also knowledge.

I am getting same 24 LPA (with 1% equity). Do you guys think this should be red flag me to switch to some better paying jobs?

I have 9+ yrs of experience and working as engineering manager(Node, Python, PHP) while they are senior devs(Android, PHP,Frontend) with approx 5-6 yrs of experience.

People with less knowledge earning more

Engineering Manager

I don't understand why this happens the one who joined recently don't have any experience who is junir associate who gets paid more and more and when the senior asks for an hike which is always being judged by the managers who never wanna give hike and show partiality and gender bias and politics like same caste people will be getting hike.
when the person who supposed to give hike is never responding to you giving you filthy reason forr a decent hike. What's the point of working there?? 
*
*
*
*
Do anyone relate to this situation?

Why experience people not given hike and freshers are hired as thrice as the exp. salary?

Software Test - QA

AMA about what actually goes behind those rangolis in the HR dept and work that better compensated people in HR do.

HRBP AMA

Human Resources

I am planning to shift to Target 🎯 from Swiggy, please help me understand if I am taking the right decision

How is Target as a Workplace for work culture?

Business Analyst

Let's talk about being highly underpaid. It's a reality many of us face, yet it's often shrouded in silence. Whether you're in a corporate job, a creative field, or any profession, feeling undervalued and underpaid can be demoralizing and unjust. It's not just about the numbers on our paycheck; it's about the recognition of our worth, our skills, and our contributions.

Too often, we find ourselves in situations where our hard work and dedication are not adequately compensated. We put in long hours, go above and beyond our job descriptions, and yet, when it comes time to discuss salaries, we're met with excuses or paltry raises that barely keep pace with inflation. It's a cycle that perpetuates feelings of frustration, resentment, and even imposter syndrome.

But here's the thing: We don't have to accept being undervalued. We can speak up, advocate for ourselves, and demand fair compensation for our efforts. It might be uncomfortable, and it might require us to challenge the status quo, but it's essential for our well-being and the integrity of our professions.

Employers need to recognize the importance of fairly compensating their employees. It's not just about the bottom line; it's about fostering a culture of respect, appreciation, and mutual benefit. When employees feel valued and adequately compensated, they're more engaged, productive, and loyal.

So, if you're feeling highly underpaid, know that you're not alone. It's a widespread issue that deserves attention and action. Whether it's through salary negotiations, seeking out better opportunities, or advocating for change within our organizations, let's stand together and demand the compensation we deserve. Because when we value ourselves, others will too.

Are you getting underpaid?! I know it sucks🤦🏻

1. Most of the time it sucks because you're comparing and that'll always take your joy. In some cases, you're not underpaid but someone else is overpaid. 
 2. When you don't have a job, you'll appreciate being a bit underpaid too. 
 3. Not all people can take the risk of standing against the organizations. 
 4. Indian labour laws suck and that's why the culture of fair compensation is just a joke. 
 P.s.: Everyone should know their 'market' value and they should always aim for the highest of the range.

Analyst

Heard a friend talk about something like this happen to them over another colleague who is cozy with the management.

[Thread] Have you ever witness someone get unfairly promoted? What was the reason?

Welcome to IT Company Discussion's Private Community

Hi everyone, let me tell you a fact regarding TCS.

In 2022 I was part of a technical interview panel and select a candidate. As it was a virtual session, HR was also present. Once I selected that guy HR discussed about the salary. You dont belive in same technology having less than 5 years of experience than me HR agreed to offer a package which is 30% more than my package. I understood the loyal value of my employment being there for more than 7 years. Its really demotivates me in terms of everything and now i hv decided to leave TCS and untill i am there in TCS wont take any interview atleast.

TCS doesn't care about its loyal employee.

TCS loyal employee

Data engineer

People in my organization recently went through performance appraisal and like every time, the manager does not reveal employees’ rating. This is most likely a scam as the employees are rated and the ratings are recorded in the system but not revealed. Is it how we have in other organizations? Add your comments.

Ratings not revealed during appraisal. A scam?

Software Architect

Welcome to Confessions's Private Community

It's getting dirtier by the day and sure some orgs are still up to their dirty tricks.

The models:
- Appraise and then Lay Off: Why bother putting bandaid on a stab wound? Anyways the folks are going to fight how to answer the ..why were you laid off war, and now you are adding another twist.. why were you appraised and then laid off?
- Low appraisals to force quit: Undervalue them so they leave on their own. It’s a leeches way to cut costs. Kill morale 100%. Severance penny spent $0.
- Trap them in PIP: Dress it up however you want - very very few escape this death sentence.
- Silent treatment: No assignments, No meetings. Watch them spiral into anxiety and leave to save their sanity.
- Workload overload: Drown them in work until they break. No need for layoffs list until they make it to your collapse list first.
- Strategic reorg: Re-organize them out of existence. Offer a demotion or a proxy role in a random team that you know they dont want as an alternative. 
- Sudden policy changes: oh! I have seen so many I can't keep up with this one. 
New policies that make their life hell. People leave to escape your pettiness.
- Mandatory relocation: Demand they move to an undesirable location. Then you treat remote employees like outsiders. Exclude them from key projects, conversations until they feel like foster care kids, second-class citizens. You know the outcome from there on.
- Use the "Culture Fit" excuse: Call out how they’re not a culture fit. Vague, unchallengeable, and forces them out without severance.

And don't sell me "the org has got to do what it has got to do to survive" line. I don't buy that
If you have seen this being done, I understand your silence, but I don't value it.
If this has been done to you or someone close to you, I am sorry. Orgs and the people failed you. 
We could be 1000x better than what we are operating as.

dirty tricks played by orgs to Lay Off employees

Human Resource

I recently switched my job, and my new employers were asking if I could refer someone and I reached out to my junior (fresher, 1 YOE now) at my previous employer and got his resume and he was asking about how much compensation to expect.

The number he was expecting was 3x of my salary at my previous employer, naively i assumed that his compensation would <= as mine (I was more experienced and my performance was 📈) and told him : "with current market conditions it's difficult for that, you cannot expect 3x" and he tells me it's not 3x but 2x and I was like 😮. The compensation that he was Getting as a fresher was more than what I was getting paid despite having more experience. I had to switch job to get the same compensation that they are offering to freshers.


All this time my ex-manager and lead know about this and never fought on my behalf, I feel betrayed. Now my mood is all f***ed.

Not fair

Backend Engineer

Hey there Grapevine Community,

I've noticed a lot of chatter here about SDEs and PMs, so I thought I'd mix things up a bit.

I'm an HR Executive (aka Chief Happiness Officer 😁) at an early-stage startup, and I'm curious to hear from all of you.

What do you think are some innovative or unconventional strategies you've seen or experienced in HR that have really made a difference in your workplace?

Looking forward to your stories and ideas!

Cheers!

Shake things up!

Hey guys
Got Piped and laid off by my toxic manager giving bullshit reason. The manager was giving random excuses when i asked in details. Anyways toxic people will do toxic things only. On the top of that phonepe was giving PIP to reduce experienced people and was hiring junior engineers to reduce costs.

Finally got a job after few months of efforts. Not that great but I am feeling great to get out of that toxicity. I am feeling better since I left phonepe. When I call my friends back at phonepe, I see them casually mentioning there is too much work I will do on weekend, will sit at night. That's how overworking in normalized. I was also doing the same before and didn't think twice how much I am working.

I Will keep on preparing and would not leave my future in hands of my future or any manager from now on.

Got Laid off. Got a job. Fu** off Phonepe

Though it’s great you got rid-off toxic manager, I would suggest you to reflect back if there were any short comings on your side. If not, it can become a chapter for you to identify toxicity early. If yes, learn from mistake and never to repeat it again. Sometimes, we miss the opportunity to learn from experiences.

Joined as a management trainee in a city I went to for the first time (totally different culture, language issues etc), had a very poor performing team (at times unethical sales practices), made a few personnel changes. New person who joined has great contacts in the market and is helping me grow. Now my boss says it's all because of his connections and experience, what have you done? When the team was bad, I was incompetent, when the team is good, they are good what am I doing? Is this fair?

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