Citicorp UI and UX Design Manager 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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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. Unaware of the fact that she is just aiming at SEVERANCE ALLOWANCE at the cost of her fallen credibility.

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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

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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