AvenData GmbH SQL Developer salaries in Mumbai

Likes

Salary on time and sometimes before time only

Dislikes

Work is fine but our system laptop wil be tracked by separate team. This is really worst and also they hv installed and application which pop-up if we don't type in 10 min , then we will get warning ⚠️ mail for termination

Likes

NOTHING AT ALL

Dislikes

...o values at all, never allowed to take sick leaves or even a 30 min lunch bread. The salary offered at the time of joining can be revised to half or even less than that at any point time. No appraisal or increment. The German CEO only know to demoralize and demotivate employees. The only English word he knows to use is "TERMINATION". Hard to believe that such companies even exist but please note this is a very true and genuine post. Not Based on any personal grudges or feelings, highlighting in the interest of job seekers who could fall prey to such fake companies. ADVISE TO MANAGEMENT: Shut down you company in India and NOTE we Indians are not your servants. The CEO should consult a good Physiatrist and get his mental instability and illness treated asap and then think of operating an Organization. Imbibe basic human values and learn some leadership values like honesty, empathy and human dignity.

Likes

...es and supports its employees well being The company rewards its employees well The salary is competitive and fair

Dislikes

Appraisal cycles are based on work performance Sometime workloads and tight deadlines no more

Likes

Nothing

Dislikes

...ure. AvenDATA engages in deceptive practices when it comes to hiring and firing. They attract candidates with promising salary packages but terminate them immediately, claiming lack of productivity. This is unfair and dishonest, as employees place their trust in the company only to be let go without a fair chance. This lack of transparency and communication from management only adds to the frustration and anxiety of the affected individuals. Another notable concern is the absence of adequate training programs. Employees are expected to fulfill their responsibilities without sufficient guidance or support, hindering their professional growth and negatively impacting overall productivity and job satisfaction. While there are KT sessions conducted within the team, it is important to note that they are limited in scope. Instead, there should be an emphasis on inter-team KT sessions to ensure that every individual has a comprehensive understanding of how the entire company functions. This broader knowledge-sharing approach would not only enhance collaboration and cooperation among teams but also contribute to a more cohesive and informed workforce. Additionally, the current practice of providing the same old KT videos to new joiners and conducting weekly KT sessions on repetitive topics is a waste of time and fails to adequately address the need for comprehensive training and development. One of the most concerning aspects of working here is the complete lack of responsiveness from the management team. Despite numerous attempts to reach out for assistance or clarification, there is been no acknowledgment or resolution. Phone calls and emails often go unanswered or ignored, creating a frustrating and isolating work environment. This leaves employees feeling neglected and undervalued. The professionalism of the so-called "the boss" is questionable. There is a pervasive culture of micromanagement, where the boss excessively interferes with tasks, hindering productivity and creativity. While some level of supervision is necessary, excessive micromanagement creates a negative work environment. To make matters worse, the boss exhibited a demeaning and authoritarian attitude, believing himself to be an omnipotent figure. This power dynamic creates an environment of fear and intimidation, where employees feel constantly exploited and their voices are disregarded. Moreover, the overall work culture at this organization is detrimental to employee morale and well-being. The toxic atmosphere created by the boss's oppressive behavior trickled down to every level of the organization, fostering a sense of unease and dissatisfaction among employees. This not only hindered collaboration and teamwork but also hampered creativity and innovation. Furthermore, the lack of a proper grievance redressal mechanism is alarming. Employees have no avenue to voice their concerns or seek resolution for workplace issues. This lack of support only served to perpetuate the cycle of exploitation and fear. Additionally, it is disheartening to note that the General Manager from India seems to lack professionalism and autonomy. They appear to be merely a puppet, nodding in agreement to every directive from the boss without questioning or standing up for the best interests of the employees or the company. This absence of strong leadership further contributes to the overall dysfunction and dissatisfaction within the organization. The current workforce at AvenDATA appears to be functioning under immense distress. The constant fear of termination looms over their heads, breeding a toxic and hostile atmosphere. The absence of support and the disregard for employee well-being only exacerbate the already stressful working conditions. These challenging circumstances can significantly impact the mental health of individuals, leading to the development or worsening of mental health issues, including depression. The constant pressure to perform, coupled with the fear of losing one's job, can take a toll on employees' emotional well-being. Another concerning aspect is the unfair treatment of team leaders (TLs). He has terminated employees who were highly valuable to the company's operations. However, the company seems to have overlooked the fact that there are no suitable replacements available within the organization. He terminates TLs without having any backup plan and then pressures developers to take on TL responsibilities or face termination themselves. This fails to recognize the different skill sets and mindsets required for TL and developer roles, showing a disregard for employees' capabilities and expertise. In addition, it is concerning to observe that the company places more emphasis on employee tracking software than on trusting and valuing their employees. The notion that productivity can be solely measured by the level of activity on a screen is misguided and fails to recognize the diverse ways in which individuals contribute to their work. It fails to acknowledge that productivity and effectiveness can manifest in different ways, including offline tasks, brainstorming, or collaborating with colleagues. This overreliance on monitoring software undermines trust and autonomy, creating an environment of constant surveillance rather than fostering a culture of trust and collaboration. Furthermore, it is deeply concerning that their actual product (ViewBuilder) is in a state of disarray, with very few individuals possessing a comprehensive understanding of its functionality. The unfortunate trend is that those who do possess knowledge about the product are often terminated, leaving a workforce comprised primarily of inexperienced individuals who are unaware of how the product truly works. This lack of product knowledge among the majority of employees creates a significant barrier to achieving optimal performance and delivering quality results. It is essential for a company to prioritize effective knowledge transfer, training, and retention of experienced employees to ensure a competent workforce capable of successfully delivering the product to customers. As far as my termination is concerned, I regret to share my personal experience, where I had the privilege of being part of the development team. Throughout my tenure, I consistently demonstrated my capabilities as one of the top developers in the team, consistently delivering high-quality work. However, I am disheartened to disclose that my termination from the company occurred without providing me with an opportunity to explain or discuss the circumstances leading up to this decision. There was a particular task within the team that had been assigned to another developer for weeks. Unfortunately, when the task reached a critical stage and complications arose, I was included in the process to assist and ensure quality control. Curiously, the task was assigned under my name to assist with the final quality check, despite the fact that I had only been involved in it for a brief period of 2-3 days. Regrettably, despite my limited involvement in this task, I find it ironic that I was the one who faced termination. It is disheartening to witness a disparity in treatment despite my consistent dedication and exemplary performance. It is my hope that the company takes a closer look at its termination procedures, ensuring that employees are provided with a fair opportunity to address any concerns or misunderstandings before final decisions are made. Transparency and open communication are key components of fostering a healthy work environment, and I believe that by embracing these principles, the company can better support and retain talented individuals like myself in the future. It is worth noting that the company failed to honor its commitment to paying dues as per the employment agreement. This blatant disregard for contractual obligations is deeply concerning and further erodes trust between the employer and employees. In light of these disheartening experiences, I strongly advise individuals to think twice before joining. Instead, I encourage them to thoroughly prepare themselves and actively seek out other employment opportunities that prioritize transparency, support, and respect for their workforce. On a personal level, I found my time at AvenDATA to be deeply frustrating and demoralizing. The constant uncertainty and lack of support took a toll on my mental and emotional well-being. It became increasingly clear that the company had little regard for the welfare of its employees, prioritizing short-term gains over long-term employee satisfaction and retention. In conclusion, my experience here was marred by a multitude of issues, including unjustified termination, lack of training, unresponsive management, employee exploitation, and an oppressive work environment. I strongly urge individuals to carefully consider their options and thoroughly research potential employers before committing to a role here. It is essential to prioritize one's well-being and seek out companies that value and invest in their employees.

Likes

AvenData truly shines in recognizing and rewarding talent. They go beyond good pay and benefits to offer generous perks and endless opportunities to learn new technologies. This commitment to employee development fosters a grwth mindset and keeps me engaged. Plus, the management team is supportive and approachable, creating a genuinely employee friendly atmosphere. It's more than just a job; it's a place where you feel valued and empowered to thrive.

Dislikes

while employee friendly the company culture might not suit everyone strong focus on individual development might not translate to clear career path and upward mobility opportunities within the organization