DirectShifts Reviews

- Nepotism and arrogance are ingrained in the company's cultural DNA. They do not like anybody who speaks sense or questions status quo - which is weird because if you're a high-growth startup, you need people who do just that. If anybody stands their ground professionally, they make life hell for them. - The senior leaders hire their friends into the company and give them a free hand in all matters, allowing them to interfere unduly in other employees work. They also turn a blind eye to their friends unethical and unprofessional behavior. - People in the US team get together on calls to harass or bully Indian team members. - They don't invest on employee well-being or upskilling. Basic manners and courtesy in interaction are not followed by middle-level managers because a senior leader behaves the same way.

A team is not a group of people that work together but a group of people that trust each other, this does not apply here. Management lacks that sense of trust to the point of egos being hurt. They hire skilled people but fail to bring out the motivation and inspiration in them. This might probably be the biggest reason why people leave soon. When problem areas are discussed, they are ignored. There is no greater dishonour than being told that the problems are being heard only to have the serious issues being ignored and not taken seriously during the meetings. Employees can go only so far to adapt to change but what about the Management adapting to some change in them? A positive change in an office is a 2-way street that the company failed to see and their lack of effort in understanding demotivates and reduces confidence significantly. 10% of conflict is due to differences in opinion and 90% is due to delivery and tone of voice. The company needs to examine their Managers and how they set theirs seriously. It is a reflection of the culture in the office. If you reward people for doing nothing then why expect anything? Nepotism runs deep here.