Bizongo Reviews

Bizongo was a small harmonious unit, working together, respecting each other and growing together. There weren't 48 - 144 hour TATs placed on work that could be completed within 15 minutes. There was clarity between what is urgent and what is important. Main cons that prevent Bizongo from growing 1. Currently I have no idea what this company is. 2018 we were a packaging aggregator. Last year we were a tech driven platform for packaging orders. This year we are an Automated stock replenishment system, now thanks to COVID - Bhagwan Janey. 2. The PG team is the backbone of this company and we are a bunch of blithering idiots with no procurement experience, no technical knowledge except a few jargons learned to fight with sales and put them down and zero pushback when it comes to pricing led by an egotistical maniac who doesn't understand cross-functional decency. 3. There is no relationship that is maintained with suppliers/manufacturers the way sales has to maintain with clients. Isn't it a known fact that you cannot get what you want when there is no relationship cultivated? 4. Same issues repeated over and over again in a thousand sheets. 5. With new leadership comes 10 new sheets, no concept of handovers in this place. 6. People who resign may/may not give a handover and the others get fired for sexual harassment or just because Bizongo felt like it one fine day (Sexual harassment from high ranking employees goes on for years before the employees who do it get fired) 7. If a high ranking employee is fired for sexual harassment the employees are not told that it was due to a behavioral issue letting everyone believe - Oh what a standup guy! 8. There is no connect between management expectations and the actionables rolled out by them. They want business but it's okay to get quotes and samples in 6-12 days time internally. 9. Only order of business was selling anything and everything uncaring of how to control credit. Now current managers are left with the sins of their predecessors running in crores and it directly affects our rating and our incentives. 10. No clear line of communication - the tech is so buggy that no filter can help my mailbox. Easily missable urgent email threads. 11. Operationally extremely challenging for most teams who do not have any work timings. the curse of the work-time flexibility, can't see any boon here. 12. The fact that work is so operationally challenging and exhausting is the reason why new suppliers and client acquisitions are low. 13. Worst part - this work is not evenly distributed. People who have work cannot breathe and people who don't are netflix and chilling. 14. No rewarding for operational work as that doesn't contribute to revenue - in this case tell me management - Isn't it your job to reduce the clutter so that you can help your employee work better? 15. Have been asked to have patience since the beginning of 2019. The operational end remains as broken as before and the entire SCM team run by another ego maniac feels like a separate company within Bizongo. 16. The people success team is like a bunch of immature children. They make promises in air and when asked about these promises - they respond like a child in denial. "Humne toh aisa kabhi nahi bola" 17. Just like our company's business model changing every year, People success rolls out a new way of measuring performance every year. 2017-18 - Balanced scorecard, 2019 OKR, 2020 Profit, Now - Send a 100 messages in your national team whatsapp group for every 1 lac revenue you bring in. Claps for ya. 18. THE. WORST. INCENTIVE. SCHEME. PERIOD. 19. Facing a 10-30% paycut during covid-19 pan india and when heads of regions are told that lower bracket people cannot afford to lose out 1-2 Lac Rs from their salaries the response by a leader earning upwards of 75 Lac - 1 Cr a year is hey I'm also taking a paycut. Have some shame, please. 20. Sales is all bark no bite. Lower level employees earning in peanuts are asked by higher level employees to drive solution. Listen, If there is a reason for that salary bracket. The higher level management is supposed to provide the solutions and the downlines are supposed to drive them. What exactly are you taking that salary home for? The multiple meeting you schedule to bark about the same thing? 21. Stop trying to frustrate lower level people by asking for solutions, you are not needed to drive the solution. You are needed to generate one. The driving can be done by just about anyone.