A lot of Cons.
All the Cons started here from two mindsets of the management -
1. They think, they are the best in the world(?). No problems exist here. But, If you want to solve a problem, first you have to address those.
2. The firm runs a management team that used to run garments previously. Hence, the imprint of garment management remains in their psyche. They think they are giving developers on-time salaries with a fair amount, transport, and food - so what else could they need? Developers have to do what we let them do. Developers need good learning growth, they need good career progress, they need good full-stack meaningful projects to work on, they need good standard practice to follow, they need enough time to think a problem efficiently, they need time to code, a stable meaningful tech stack, external pressureless non-toxic environment, client communication is not their main task -- illiterate management doesn't know this, They have no idea what mindset to run a big IT firm.
A lot of problems come with these mindsets. like -
1. The almost whole team is busy with AB testing, Which is very bad for a developer's career, learning, and growth. Almost 0 percent chance to work on meaningful full-stack projects. Management does not bother to bring good projects or to give a chance to developers to learn the latest techs. No training, no big valuable projects, and no good codebase.
2. No good practice is maintained here for developers. The whole firm worked for quick shortcut solutions with no code review from seniors. Even, a lot of unskilled seniors here. And, sometimes, If the client asks you to do some meaningless bogus work, you have to do that.
3. Very few dedicated managers. To run such a big team, there are only 2/3 dedicated managers to communicate with all the clients. All employees are busy with client tasks as greedy management thinks dedicated managers cannot make a bill to the client so they are kind of a loss for the company. So, they make all the developers and QA busy with client tasks and client communication as well. Which hampers their work, and creates mental pressure. Sometimes, developers only talk with the client the whole day without doing any lines of code. A lot of unnecessary back and forth.
4. They judge only based on billing timesheets not efforts, You cannot make bills for client communication and other management stuff - but, you have to do those extra works also as there are very less dedicated managers. You can make bills only for coding tasks. So, you have to put a lot of pressure at home also to manage the timesheet. And, if you have fewer billing hours on development, management judges you badly. They don't realize that you have to spend your time on communication and management
5, Frequent movement from one type of task to another. No stability here. Not enough time to solve a problem efficiently. Not enough time for learning and development anything. You have to jump immediately on client tasks.
6. Very micro-level estimation. You have to give an estimation for every line of code without having proper investigation time. They don't allow you to give enough estimation time to provide, as the clients wouldn't approve. And, management doesn't allow you to give in-house time. So, you have to give less estimation time for client approval and take the work pressure at your home also - to complete the task with that less estimation time.
7. QA practice and policy is very ridiculous here. You can be a QA if you can talk in English and can match two images to find dissimilarities. You don't need logic or brain work to be a QA. So, developers have to take pain for this as there is no manager.
8. Very tight policies like school, no flexibility, and casual leave/home office is a crime. Taking sick leave is also difficult. Must have to submit prescriptions. Employees sometimes have to work with a fever, cough, or body pain as taking sick leave is tough. HR is very harsh in words. Why does someone love to hear hard harsh loud words from a HR for every request?
9. The whole office is monitored by many CC cameras. CTO is responsible for viewing CC cameras. They need a security guard to watch CC camera. It's not a CTO task. They judge you based on CC camera shots.
10. No investments in developers. They only force you to do client tasks. No personal growth, no in-house projects for developers.
11. The management and employee gap is huge here. They act like a boss. A yearly tour is a 2-day office in a tourist place.
12. CTG office is another place of jokes . The CTG branch management has no qualifications to run an IT branch, making the whole place harmful with toxic and illiterate behavior.
13. Stressful toxic environment. Everyone wants to switch. They need mental peace, good learning growth, career progress, good coding practice, enough estimation time, friendly management, and HR -- not only money.
14. Nepotism is a cancer here. A lot of relatives and human CC cameras around. Employees cannot tell the above problems openly, and cannot discuss them with management as there is no scope. They fear to discuss with colleagues also.
15. They don't know how to give a good farewell. If you decide to leave this place, the whole management start acting differently in a bad way.
16. Management has no qualification to run a big IT firm. They were good when they had to manage a very small team. But, to maintain a big developers team, they need to change their mindset.
