Quadwave Reviews

Thank you for your feedback. We are not a small organization anymore. We are a growing organization building software products and providing technology solutions to our customers. Recently, we are featured among 20 most promising Microsoft technology partners by CIO review. As mentioned by you, it is true that employees at all levels can talk to CEO and senior department heads directly as we encourage "open door policy". We believe in encouraging openness and transparency with the employees of our company. Employees are free to stop by whenever they feel the need to meet and ask questions, discuss suggestions, and address problems or concerns with management or their department heads. This is a culture we have practiced to foster an environment of collaboration and mutual respect between management and employees. We even conduct "open house sessions" where CEO/COO answer to the questions/queries/concerns asked directly or posted anonymously by employees. All this to make Quadwave a better place to work, learn and grow. As per your comments on Cons - 1) Too much work pressure and you had to spend many nights at office - If you faced issues with work pressure and extended work hours, did you discuss with your project manager? If that didn't help, did you bring it to the notice of PMO/ Talent Management? We certainly would have helped resolve. Growing organization sometimes has issues with integrations from multiple geographies/people/newer technologies. If you have any such issues at times where you have not been able to cope with your estimated tasks, you should talk to your project manager/ PMO. At times when some team members are planned to work on weekend to manage critical deliverables they are duly compensated with offs on a working day. 2) "Misbehave with employee". What did you mean by "misbehave"? Who did that? In what way? Did you bring it to the notice of concerned department head? We have open door policy, you could have approached Talent management or anybody in the upper management. We are very strict on workplace harassment. On your advice to management on "Money isn't everything, give life to employees" - We conduct sessions to educate employees to balance work and personal life, continuously monitor employee leave balance and encourage them to take leaves if their leaves are unutilized. Host sessions on health and life style. Conduct periodic health checkups. As a former employee, I am sure you are aware of our employee benefits. We continuously work to enhance employee benefits to protect and secure employee and their family. Presently, all employees including their spouse and children are covered under medical insurance, employees are covered with personal accident and life insurance cover. In case of unfortunate death of an employee, their family gets a sum of 7 times the employee's annual CTC. Very few companies in India provide such an extensive life coverage to secure financial needs of employee family members.

Thank you for the feedback. Here are my responses as the Head of Talent Management team. I would have loved to have you walk in to any one of our rooms to sort your queries/feedback/complaints. However, here are my responses to your opinions mentioned above: 1. Company has not grown in last 3-4 years. - I think we need to define the growth parameters. In last 2-3 years, Quadwave has grown double in size; took a new & larger building while retaining the old one as well; Quadwave has opened an office in UK; moved away from majorly India focused market to US and UK markets - now we would definitely like to understand the parameters of growth that puts us in to "no growth" bracket. 2. Preference is given to the employees who were part of the founding team. - I would like to understand the context of "preference" here. If opportunity is given to anyone due to one's capabilities, then it would be unfair to call it being partial/preferential. - You can take ownership and you'll see you also controlling something important in the company. If you look around, you'll see a lot of such examples within the company. - I am not sure if you were present in CEO's address to the company where he addressed exactly these points. There is nothing called founding team in Quadwave. - If you still feel that your opportunities were given away unduly due to any preferences shown, please feel free to drop in to my room or write & drop such scenario in the drop box (anonymous) 3. Lack of project planning. Employees have to bear the blunt by working overtime and during holidays. - Growing company always has issues with integrations from multiple geographies/people/newer technologies. If you have any such issues where you feel that Project Management is not up to the mark, here is what I suggest: a) Approach your project manager and ask him/her how YOU could help them with estimating tasks related to YOU better. b) If this doesn't help, approach PMO c) If still you feel the pressure of work/time/schedule, you can contact any of us in Talent Management - we'll help you resolve. 4. New people come and go. The core founding team controls the company. - Can't be a complaint. Can it? Another point to make, we have much higher talent retention average than most of the other Indian companies. 5. No complaints against the core team will be acknowledged, entertained or even address. The management does not accept change. - As mentioned earlier, if you have an issue/complaint, you can opt for acting on it OR crib about it. You can either address it with the person concerned directly OR you can approach any of us. - Before you complain, give us a try! I'm sure we won't let you down - if you are a Quadwavean, you are a part of us! 6. The core team very often verbally abuses the employees. Nothing can be done in this situation. Either one has to quit or learn to live with the same. - I hope you have brought it to the people concerned. You haven't done it yet? CEO has made it very clear from day one that verbal or otherwise, misbehavior with co-workers is not acceptable under any situation. He had also announced that if you have any grouse on any such incidences, you can walk in to his room and state it as well. If you have hesitations to do so, we have FEEDBACK boxes in each of the buildings. You can opt to put it up there as well. - In our Yammer, we have addressed these points on what to do when you get in to any situation. Please follow that. All in all, we are here to help you. Please help us help you better.