I can write a list of never-ending cons about the company and its management but I would focus my view on some of the dire cons mentioned below-
1) Utter Useless Higher Management: The entire higher management cog of this company is a vicious cartel. There is a beautiful adhesive force between CXOs-Service-Product-HR departments who are born to be the politics kings of corporate world. Some are in this company for very long time and some are newly joined but tactfully created their own space in the inner sanctum of the higher management.
2) Blatant Nepotism Culture: For last two years, there has been a boom in nepotism in the company at the time of hiring and shielding those persons from any adverse decisions made by the owners for them. It is absolutely disgrace.
3) Some 'The Special One' Senior Managers: Some of the senior people in the company who are at senior manager/general manager posts think that they are the autocratic kings. They will treat people just as if you are their personal servant. They will curse you in 'not to be named' words in front of everybody, they will corner you with petty politics and what not. Although you might be having far higher qualification than those people, still they will treat you like this, it is the jealousy speaking by the way. Also, they would act as if they know ins and outs of the system and processes but actually, they do not know about the ground reality of their own businesses. The empty vessel sounds more.
4) Myopic Hiring Process: The hiring process of recent past has been absolutely ridiculous! HR hires people without having any strategy in place just like as if they are buying something from a supermarket. Many people from top colleges get hired by HR even without having proper roles present in the company and when they cannot assign a role for the newly hired people, they lay off the people who had been working for this company wholeheartedly for past few years. It serves two purposes for HR as they can assign new people in the roles vacated by the laid off people which is one purpose and the second purpose being new people will cost less compared to experienced ones so that this cost saving effort by HR can be bragged about during annual KRA discussion in the board meetings. Brilliant indigenous idea!
5) Practically Non-Existent Performance Component: Although there would be a significant portion of your CTC as performance component, it totally depends on how is your personal relationship with your manager. If you are having a kind of manager mentioned in point number (3), then you can forget about getting your performance component of CTC. Somehow, at the time of approving your performance component, even if you achieve or exceed all your KRAs discussed with those managers, they would somehow reduce your achievement by some decimal points from the threshold level which will deny you from getting your performance component. If you go to HR, the adhesive force mentioned above in point (1) would again deny you from getting your performance component. Surprisingly though this 'cost optimising' process will be showcased by those managers for their own KRA discussion with the owners and indeed they would get more than 100% of their performance component. This is some shrewd management practice which should be published in the Harvard Business Review papers for further worldwide accolades.
6) The burden of CXOs for other Employees: The compensations of CXOs and senior level Managers are so huge as compared to the similar sized companies that it takes huge toll on the normal employees of the company. This absolutely absurd strategy puts the business into zero or negative contribution margin businesses.
7) No Learning Exposure: The absence of structured learning system in the company makes you outdated. Your knowledge would become shallow and you would find it hard to compete with your peers in the industry. After going through hell for the aforementioned six points, if you want to switch your job, you would find yourself in deep waters and you would have to put extra efforts to be on the same level as of your competitors in the job market.
