Citicorp Senior Executive Information Technology salaries in India

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Nothing as such

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...nication between departments or management levels can be inefficient or unclear.Compensation and Benefits:Some employees may feel that the compensation and benefits packages are not competitive or do not adequately reflect their contributions.

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Salary and Appraisals

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No good projects, no job security. If you're joining TTS department then please don't join Citi, they're still working on old technologies, bad politics and favoratism are the things here.

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Salary and benefits are pretty good but it comes at a cost!!!

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Manager/Team lead/BA are not reachable Or supportive. They will expect you to know the business without providing any KT for the same. As a developer, you can fix any technical issue but for the business flow you need their help, this is where they are least interested to provide any kt but will expect you to know every business flow!!!!!

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Good pay for that kind of work. Great work life balance in some teams.

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Mundane job, not much scope for learning new stuff as most of the work involves maintaining the systems with ancient tech stacks.

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...raging employees 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 is a consistent initiative within Citi which is a definitely very good sign.

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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 till my last day. When a business unit is spanned geographically, every zonal team should respect Time zones of each other. Unfortunately, my manager at London had completely disregarded and disrespected it. Hiring a person for certain skill-sets and later pressurizing him to take charge of a different activity which may deviate him from his career path, is an absolutely wrong practice, which had been cultivated by my London manager. Forcing an employee to resign by threat of enforcing PERFORMANCE IMPROVEMENT PROGRAM is an another ugly tactic I had faced with my London Manager. Sabotaging an employee's work and reputation is an another ugly practice followed within my team, that I had witnessed and experienced. London Team manager had not bothered to stop it and had rather continued with silent support. To my unpleasant surprise, such an highly objectionable individual, my female manager at London, is still employed and retained by Citi.