Managers are typically promoted after just two years, based primarily on performance rather than leadership skills. This results in people as young as 24 managing teams despite having little to no real management experience. My own experience was significantly damaged by a manager who lacked basic people skills, micromanaged everything, was overly critical, and made my day-to-day experience miserable. When I raised concerns, I received almost no support from my vice president.
The company does not care about its employees. Its business model relies on hiring young graduates, taking everything it can from them, and allowing them to burn out. The performance-based pay scheme rewards top performers with high earnings, but it also creates a toxic culture where employees feel pressured to stay late and are threatened if they do not hit monthly targets. Enormous pressure is placed on employees, with all client demands pushed directly onto their shoulders. There is a constant expectation to stay late to meet those demands, even though overtime is never paid.
To make matters worse, the performance metrics are often tied to factors outside the employee’s control. You can miss your targets simply because client demand is low, regardless of how hard you have worked.
The relationship between employer and employee is entirely transactional. The company masks its deeper issues with superficial perks like free breakfast, fast-track promotions, and MBA sponsorship. The fact that it offers financial incentives for people to leave quietly says everything about the turnover problem.
I wouldn’t deter someone from working here for a year or two to gain experience and build their CV. But I would strongly encourage anyone considering it to think carefully about whether they can cope with this kind of high-pressure, unsupportive environment.
