FactSet Reviews

Likes

Pros: Global brand recognition. Decent learning opportunities for entry-level employees.

Dislikes

Toxic and Oppressive Work Environment in CUS Department, Hyderabad branch at FactSet. 1. Severe Micromanagement: Employees are suffocated by constant micromanagement. No room for independence or creativity—every move is monitored. 2. Promotion Bias & Retaliation: Promotions are denied to deserving employees based on personal vendettas. High-performing individuals are deliberately sidelined for fear they might threaten the current management's hierarchy. 3. Hostile Work Culture: Employees are forced to avoid associating with peers deemed unfavorable by management for personal, non-work-related reasons. Friendships and professional networking are discouraged, leading to isolation and distrust. 4. Suppressive Environment: Management actively discourages employees from talking to each other or forming connections on the floor. Any sign of unity among employees is crushed, creating a toxic and fearful atmosphere. 5. Unfair Performance Ratings: Exceptional performers are deliberately given poor ratings to suppress their growth and morale. Performance reviews lack fairness and transparency, heavily influenced by management's personal biases. 6. Abusive PIP Program: The PIP (Performance Improvement Plan) is weaponized as a tool to intimidate employees. Those who speak up against toxicity or mismanagement are unfairly put on PIP as punishment. Employees are pressured to resign immediately if their PIP result is deemed negative—without a proper chance to defend themselves. 7. Exploitation of New Hires: New employees are subjected to impossible expectations and given only one week to prove themselves. If they fail, they are terminated abruptly with no opportunity to improve or adapt. 8. HR Complicity: The HR team appears to side with management instead of protecting employees' interests. HR intimidates employees by forcing immediate resignations under threat of termination. 9. Skip-level meetings are a sham: Instead of addressing employee concerns raised during these meetings or through Glint surveys, management uses the feedback to target and retaliate against those who speak up, further perpetuating the toxic environment Key Issues Impacting Employee Well-being: Widespread frustration and dissatisfaction among employees. An oppressive, fear-driven environment that prioritizes politics over performance. Talented individuals are leaving, and those who remain are demotivated and burnt out. Suggestions for Improvement: Immediately remove the top two levels of management in the CUS department to rebuild trust. Implement independent audits of HR and PIP practices to identify and address misuse. Introduce transparent, unbiased promotion and review systems. Foster an open and collaborative work culture that allows employees to thrive without fear of retaliation. Final Thoughts: This department has become a toxic hub of mismanagement and exploitation. The current management's practices are driving talent away and tarnishing the company’s reputation. Immediate action is needed to restore a healthy work environment....Read More

Work Details

Work policy: 3 days/week from office

Work days: Rotational Shift (Strict Timings) 

Work related travel: This job involves Travel Within City.

Likes

Attrition makes the company feel like a mismanaged college. You always have fresh blood coming in... That's a sight to the sore (blue light burnt) eyes.

Dislikes

I'm writing this review as a last resort, hoping that someone in HR will take notice and investigate the appalling work environment and management practices at FactSet(CUS). Here are some of the issues I've experienced: 1.Gossip and favoritism: Gossip is rewarded, and people are promoted or demoted based on rumors and their ability to be yes-men. Example: I've seen colleagues being promoted to leadership positions solely because they're close friends with the manager, despite lacking the necessary skills and experience. 2.Rude and unprofessional management: Indian managers are often rude and dismissive towards their own team members, while treating foreign visitors with excessive deference. Example: When a manager from Manila visited our office, they were treated like royalty, while we were expected to cater to their every need. In contrast, our Indian managers regularly belittle and demean their team members. 3.Lack of accountability: Strong managers are transferred to other teams to make way for "puppets," and concerns raised to management are met with rude and dismissive responses. Example: A highly competent manager was suddenly transferred to another team, and their replacement was someone who lacked experience and expertise. When I raised concerns about this decision, I was told to "focus on my work" and not question management decisions. 4.Stressful work environment: The management's refusal to address non-client-related concerns creates a stressful and toxic work environment that affects productivity and client satisfaction. Example: When I tried to discuss my concerns about the company culture with my manager, I was told that I should only focus on client-related issues and not waste time on "non-essential" matters. 5.Unprofessional behavior: Employees are often judged and mocked by their colleagues and managers, creating a culture of fear and intimidation. Example: I've witnessed colleagues making fun of each other's English language skills and mocking their accents. This behavior is not only unprofessional but also creates a hostile work environment. 6.Lack of action from management: Management fails to take action against employees who demoralize and undermine their colleagues, while punishing those who speak out against these behaviors. Example: When I reported an incident of bullying by a colleague, the management failed to take any action, instead telling me to "work it out" with the perpetrator. 7.Retaliation against whistleblowers: Management builds grudges against employees who write reviews or provide feedback, giving them minimal ratings and creating a culture of fear. Example: After I wrote a review on this platform, I received a negative performance review from my manager, citing "unprofessional behavior" as the reason. This was a clear attempt to retaliate against me for speaking out....Read More

Work Details

Work policy: 3 days/week from office

Work timings: Strict Timings