Transform Rural India Foundation Ranchi Reviews

Likes

This organization is a breeding ground for toxic favoritism, with a culture that thrives on connections rather than competence. If you happen to be in someone's good books, you essentially don’t have to work. The institution runs on blatant nepotism, with favoritism institutionalized across all levels. Every team is riddled with personal alliances, particularly husband-wife duos, who manipulate the system to their advantage. In Uttar Pradesh, for instance, the HR head is the wife of someone who is notorious for having the most complaints filed against him. This individual shamelessly threatens employees, saying, *"Your job is in my hands,"* creating a culture of fear and submission. Key positions are held by husband-wife teams, with power concentrated in their hands, leaving little room for accountability. The Managing Director plays favorites, promoting select individuals while assigning them oversight over others. This creates a hostile environment where promotions and scrutiny are weaponized to maintain control. The promise of a “non-hierarchical” structure is nothing but a facade. The hierarchy is glaringly obvious, even in trivial matters like vehicle allocations. Senior staff get luxury Innovas, juniors settle for hatchbacks, and associates are often left to travel by bus. Associates, despite their critical role on the ground, are excluded from any meaningful decision-making processes. Leadership remains disconnected, conducting only superficial field visits. The Managing Director, Anish, has no real understanding of the ground realities, as he never engages with associate practitioners, the backbone of the organization. The culture and climate within the organization are dire. The toxic favoritism not only demoralizes employees but also creates an atmosphere of fear and uncertainty. Employees are perpetually scared—scared of losing their jobs, scared of retaliation, and scared for their future. Complaints are swept under the rug, and no effort is made to address the deep-rooted issues plaguing the workplace. To make matters worse, there’s no genuine attempt to build a supportive or inclusive environment. Any semblance of celebration or team-building is non-existent. Employees are forced to spend out of pocket for personal milestones like birthdays, as the organization refuses to invest in its people. Leadership is entirely absent when it comes to employee welfare, focusing only on securing funding and impressing external stakeholders. This institution is a prime example of everything wrong with organizational culture—favoritism, nepotism, exploitation, and a complete disregard for employee well-being. The facade they present to funders and the outside world is nothing but a well-crafted lie, hiding a decaying, toxic core. It’s not just an organization; it’s a systematic failure, built on fear, favoritism, and falsehoods....Read More

Dislikes

The organization operates on a foundation of false promises, particularly in its claims of fostering a non-hierarchical culture. This so-called "non-hierarchy" is a sham; the hierarchy is blatantly evident, even on their official platforms. Worse, by denying the existence of a hierarchy, they’ve unofficially handed power to their favorites, enabling them to make decisions that are not only unethical but also inhumane and discriminatory, particularly against gender-inclusive practices. Transparency, which they tout as a core value, is non-existent. Communication within the organization is abysmal; no one communicates openly, and critical issues are swept under the rug. The Human Resources department is shockingly mediocre, staffed with individuals who lack merit but excel at favoritism. Meritocracy is dead, as hiring decisions are based on personal preferences rather than competence or qualifications. The management’s expertise lies not in fostering growth or a healthy work culture but in faking it to corporate social responsibility (CSR) donors and funding agencies. They masterfully create an illusion of productivity and innovation while doing absolutely nothing of value within the organization itself. Their entire approach hinges on securing funds, as they believe funding alone equals organizational growth. Employee welfare is utterly neglected. Forget about fun activities or celebrations—even on your birthday, you’re expected to spend your own money. Festive occasions are ignored entirely, as the organization refuses to allocate any budget for team-building or morale-boosting activities. Incentives or benefits beyond work? Non-existent. The salary structure is another area rife with discrimination. There’s a deliberate policy of suppressing wages for talented employees while inflating paychecks for their favorites. This blatant exploitation and mismanagement reveal an organization not just flawed but fundamentally corrupt. It’s a place where mediocrity is rewarded, innovation is stifled, and the facade of integrity is all that keeps it afloat....Read More

Work Details

Work days: Monday to Saturday (Strict Timings)

Likes

TRI approach overlay idealistic and disconnected from the practical realities of development work. Transforming rural communities requires more than just passion and adventure it demand clear strategies, accountability and measurable result. The claim of a non-hierarchical, delibrative decision-making process may sound appealing, but in practice, such systems often leads to confusion, inefficiency and power struggles. Lofty ideals like "community-first sprit" and "absolute transparency" are meaning less without concrete mechanisms to ensure they translate into actionable impact. Professionals are not drawn by vague promises of independence or 'good packages'. they seek clarity, structure and tangible outcomes. The vision of TRI risks promoting chaos and frustration rather than delivering real changes....Read More

Dislikes

I would not recommend this organisation as a workplace. Leadership are full of biases, favouritism and mismanagement.

Work Details

Work days: Monday to Saturday (Strict Timings)

Work related travel: This job involves Travel Within Country.

Likes

Unfortunately, my experience with the organisation was disappointing due to weak HR policies, poor administration, poor programmatic understanding, and a politically charged environment.

Dislikes

During my tenure with the organisation, I supported the PPIA but faced significant challenges due to poor leadership and lack of direction. The organisation lacked the strategic roadmap, clear pathways or defined health targets. to work towards. Recently, organisation has decided to focus on "Neighbourhood of care" initiative. However, this initiative too lacks a clear roadmap or strategy for field intervention, even after a year of its introduction. There has been no clarity provided on how to operationalise this vision, and the suggestions from the team members have not been adequately considered or acknowledged. The leadership particularly the Health lead, has struggled to provide programatic direction or inspires the team effectively. unfortunately this has led a significant attrition of talented professionals, who found it challenging to work under such circumstances. these issues have severely hindered the organisation's ability to achieve the goals in the health domain. The Organisation's strategy document outlines health indicatiors that do not align with its interventions, raising questions about the purpose and coherence of the document. this misalingenment is not limited to health but extends to other domain as well. As a professional, it's disheartening to misuse of funders' resources on documentation of government initiatives and clerical tasks of government agencies, rather than driving meaningful impact....Read More

Work Details

Work days: Monday to Friday (Strict Timings)

Work related travel: This job involves Travel Within Country.

Likes

Nothing. an average CSO.

Dislikes

No program clarity. No field work only documentation

Work Details

Work days: Monday to Friday (Strict Timings)

Work related travel: This job involves Travel Within Country.

Likes

Its Branding and association with Tata

Dislikes

Organisation work culture is terrible. not a collaborative approach. No thematic clarity on health and education themes.

Work Details

Work days: Monday to Friday (Flexible Timings)

Work related travel: This job involves Travel Within Country.

Likes

The organization is growing at a fast pace.

Dislikes

The management at state level is not in line with the vision of MDs. No transparency, senior officer will drive the team as per their wish. They run the state team as per their wish no support, and high expectation. No scope of feedback and ideas from block team. More over amjed will not recruit good candidates rather he prefers recruiting his family members with 0 experience and no work will be assigned to him......Read More

Likes

Nothing is positive with the organisation.

Dislikes

Poor management, Event management, Good Connection poor implementation, No social policies

Work Details

Work days: Monday to Friday (Strict Timings)

Work related travel: This job involves Travel Within Country.

Likes

Good

Dislikes

Career growth

Work Details

Good

Work days: Alternate Saturday off (Flexible Timings)