Citicorp Payment Officer salaries in Chennai

Likes

...i is good company but your work life balance depends upon your manager and team.salary is good.transport is good..leave policy is good that subject to the manager approval

Dislikes

Work culture, senior management is not strong..very biased..long working hours ..no scope for hardworking and honest employee.. politics at the top

Likes

Salary, Leave Benefits, Office environment

Dislikes

Career growth totally depends on your manager, my manager left the organisation and new manager did not consider previous accomplishments at work, had to leave for career growth

Likes

As you want to join Citi with good brand name and salary benefits. It's a good company to work with. As like all other companies it also has politics and business environment.

Dislikes

There is lot of politics and the management doesn't address our issues.

Likes

...across the globe to explore the Career Options within Citi and for the benefits. Citi had offered a very good pay scale that I respect and would always cherish. Several Training Program offerings to upscale the employees was a consistent initiative within Citi which was definitely a very good sign.

Dislikes

Based on the experience that I wish no one should experience in his/her career. 》》When a business unit is spanned geographically, every zonal team should respect Time zones of each other. 🚩Unfortunately, my London-based "Indian Manager" had completely disregarded and disrespected it. ------------------------------------------------------------------------------------------------------- 》》Hiring a person for certain skill-sets and later setting unrealistic expectations by pressurizing ( Full time production support in all Time Zones ) which leads to deviation in career path, is an absolutely wrong practice, which had been cultivated by my London-based "Indian Manager". ------------------------------------------------------------------------------------------------------- 🚩Forcing an employee to resign by threat of enforcing PERFORMANCE IMPROVEMENT PROGRAM is an another ugly tactic I had faced with my London-based "Indian Manager". ------------------------------------------------------------------------------------------------------- 🚩Complete ignorance to my positive initiatives and efforts and focusing on evaluating negatively, finger-pointing mistakes. ------------------------------------------------------------------------------------------------------- 🚩Sabotaging an employee's work and reputation is an another ugly practice followed within my team, that I had witnessed and experienced. ------------------------------------------------------------------------------------------------------- 🚩London-based "Indian Manager" had not bothered to stop it and had rather overlooked it with silent support. ------------------------------------------------------------------------------------------------------- 》》When an employee wish to raise a concern genuinely, it needs to be addressed. 》》Employee EXIT Survey Feedback shouldn't be blocked to prevent employee from providing feedback. 🚩Unfortunately in my case, it had been blocked to prevent me from raising the serious concerns. 🚩Despite highlighting it to HR partner, the matter had been lingering throughout my notice period of three months till my last day. ------------------------------------------------------------------------------------------------------- 》》ASK to submit Self-Appraisal Form, after my resignation. 🚩 When I questioned such purposeless ask, I was asked to submit the self appraisal WITHOUT ANY COMMENTS and as a COMPLETELY BLANK form. 🚩 There was no satisfactory justification for this. The only explanation that had been provided was "Mandatory To complete appraisal formality". 🚩 When you force an employee to "Self-Resign", then such asks of "Self Appraisal" raise questions on the motive behind it. 🚩 The only purpose which I could conclude from it was to spoil my Ratings and my Reputation forever. Only evil intentions could be predicted from non justifiable asks and acts. -------------------------------------------------------------------------------------------------------- 》》 I had to exclusively send an email to HR Partner to understand the necessity of "Self Appraisal after resignation", to which she responded that it was not mandatory at all. -------------------------------------------------------------------------------------------------------- Questionable Asks, Questionable Acts, Questionable Intentions, and Questionable Practices -------------------------------------------------------------------------------------------------------- To my unpleasant surprise, such an highly objectionable individual, my female manager at London, is still employed and retained by Citi. Unaware of the fact that she is just aiming at SEVERANCE ALLOWANCE at the cost of her fallen credibility.

Likes

Compensation is much better than the market standard Prior to reorganization(mid-2024), the work environment was fine, offering good work-life balance Employees were treated accordingly to their roles and experience

Dislikes

After reorganization, only onsite position/team members are considered for lead, manager, principal engineer, with onsite role preserved due to senior management being based there most of the work is done by offshore, but it is projected only onsite employees contributed because to safeguard their role and senior management wants to be in saved position Offshore employees are treated like subordinates to onsite employees, even at the VP level Employees with 18+ years exp are treated and compared with juniors who is having less than 4 years exp Employees are under immense pressure, indirectly being forced to resign Suggestion to Management conduct a voting/poll among existing employees to determine who is willing to opt for voluntary retirement or leave with severance pay instead of using phycological pressure to force self-resignation