American Express

Senior leadership at Band 50+ has really good vision for the company.

If you're working in the Risk Department or working with them directly, then learning is good.

There is flexibility in terms of work timings, leaves, etc., if you're getting the job done.

Some of the teams/leaders are really good and can accelerate your growth.

• Many leaders at Band 40/35 have their own personal agendas, which do not really align with their senior leaders and affect the growth of the company, the work culture, and people below such leaders.

• Some leaders are extreme micromanagers and get away with it despite having poor feedback from their subordinates and poor results in annual pulse surveys. I've seen instances where an employee raised issues about her leader to the ombudsperson, and eventually, she was the one who had to change her team without any strict action being taken against her leader.

• Very low salaries for software developers and petty increments. I got a G1 L1 rating once, and even after an increment of 16%, my salary was below industry standards.

• Make sure to hire the right set of people under you so that your vision does not get diluted as it moves down the chain.

• Connect often with people at Band 30 level and promote a culture where they can talk freely about their B35 and B40 leaders, about the good and the bad.

• Review salaries of top performers and make adjustments if needed to retain top talent.