Pros
High performers receive strong recognition and visibility within the organization. Consistent delivery of excellent work is acknowledged through direct appreciation from partners and managers - Again appreciation and not good salary
Cons
1. Entry-level compensation is positioned at the lower end of the market spectrum. 2. The organizational environment is significantly influenced by internal politics. 3. There is a pronounced gap between expectations set during recruitment and the actual compensation delivered. Performance benchmarks and responsibilities are communicated as high from day one; however, salary revisions are typically deferred to the subsequent appraisal cycle. After approximately one year, employees are often expected to commit to extended service periods of two to three years. 4.Requests related to leave, compensation adjustments, or personal matters are frequently met with discussions centered around the duration of service commitment rather than the merit of the request itself.