Siemens

Good leave policies and benefits

1. Project: Not good. You need to be well-versed with electrical terminologies, or you have to read a lot of documentation. KT (Knowledge Transfer) is not going to be there much. Your manager is going to have the expectation that you stay after your shift hours, read the documentation, and ask them questions.

2. Manager: Well, he is the reason I thought of leaving. He is the creepiest and most condescending person I've ever met. Status meetings twice a day so that he can ask what you have done between these meetings. Shares every piece of information with his favorites, like your salary, personal issues, or the fact that you have resigned and why you have resigned, on the same day.

3. Team Members: They are old employees, and just because they worked for the project longer, they think they know everything. When your salary is higher than theirs, then things are not going to go well.

4. Work Timing: Officially, it's 9 hours, but the problem is this company is client-centric. I have worked for almost 11-12 hours almost daily. The major reason for these many hours is the onsite people and people who are doing flattery. Onsite people start their work when our day ends, but onsite folks will make sure you stay a few hours extra. Again, status meetings.

5. Workload: I have felt too much pressure. The work assignment pipeline is not clear. You will be assigned stories by everybody. If someone is breaking JUnits of their commit, I'll be assigned to fix them, and on a tight deadline.

6. Notice Period: 3 months after probation. Even after the resignation, I'm being forced to join meetings daily and do loads of work.

It was a really bad experience. I'm just happy that I'm leaving this toxic culture and these people. I pray to God that I never meet them again in my life. I would not suggest joining this organization if a team like this is still existing; that means the organization is lacking.

A single HR for each location is not going to cut it.

People like me should be able to have regular one-on-ones with the manager's manager.

Don't promote people just because they've been here longer.