DDN reviews about "bonus"

- No hike to employees - No promised bonus payouts to employees although targets are achieved - Always have some excuses during the time of the year to give bonuses and hikes - No replacement is hired for employees who leave, their job is divided among the remaining folks - Zero efforts to hold talented resources - Management level talks are not passed onto the employee's chain - Frequent management changes - Ready to give 100% hike to new employees but cannot give 20% to existing employees - No other benefits apart from salary

- Review from the perspective of a Service/Pre-Sales employee. Sales side of the company may be completely different because thats what the company values most. Very sales and engineering driven company, every other org comes second. Probably normal for a privately owned company, but consider this if working non-sales/eng. Con about two owners is that they micromanage upper management. This makes Upper/Middle management either 1) Leave - there is a high turnover of Eng Managers/PM/Directors/C-Level positions. 2) Stay and just keep the owners/your manager happy, keep the status quo, and accept the limited freedom to A) do your job how you’d like and 2) to hire who you’d like. This culture trickles down to the bottom. The high turn-over culture makes you feels like your always replaceable and every man for himself. Very reactive culture, fighting fire-to-fire, sale-to-sale. - Due to being for profit/privately owned, company growth drives everyone’s career grown (promotions, raises, salary adjustments). Unfortunately sales growth has been flat for several years and therefore so has the average employee’s career growth. Meaning, going above-and-beyond is not rewarded, yearly raises/bonuses are below 3% (or sometimes cancelled all-together), promotions are few and far between (and typically only for middle to upper management (when someone leaves), training programs have diminished. Yearly performance reviews have removed the self-assessment, meaning HR no longer cares to record your yearly accomplishments or how you met your prior year’s goals - only your manager’s perspective of your accomplishments is recorded. Since these are career growth killers (what most care about), I’d look elsewhere if you are an ambitious high performer looking for growth. But if you're looking to just maintain a salary and work from home, but don’t really care about growth (those near retirement), you may be happy here.

No incentives, bonus for Finance people based in Pune location.

Quarterly bonus payment depend upon the profits made by company and quite tricky sometimes

401k matching is 3 % and matches zero until 1 year and then 50% until 2nd year anniversary Bonus pool (that they tout) takes 6 or so years to vest. Nothing until third year. Insurance is relatively poor and quite the hassle to work with from prescription coverage deniers to lots they don't cover. Unlimited vacation just doesn't work as they are always under crush and won't allow more than a day or so off a week. (Hint - get forward vacation well in advance pre-approved).

No proper bonus payout, even though company targets are met. No proper hike Uncertainty about project roadmap No employee-friendly policies No job security Frequent upper management changes

* C level suite and Owners do what is right for them not what is right for the company or the people working at DDN. They get their bonuses and whatever is left is given out to employee's which is not a lot. 1 of the owner is extremely into micro-managing all the way down into the trenches that it has become a joke among employee's. * My team really did not want improve and when guided to improve ignored request. When tried to perform corrective action was blocked by Sr. Management and HR. HR even coddled them when they felt hurt that they had been asked to do work properly. It was a total joke. * HR sticks it nose into areas that traditional HR doesn't belong. They definitely operate by favoritism. They got rid of experience HR people and kept their favorites who have very little HR experience. * HR has asked employees to give favorable glass door feedback because they saw how bad things were.