IndiaLends Manager Sales & Operations salaries in New Delhi

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Kuch hai b like k liye kya

Dislikes

...lb hota h ki personal life m kya chl rha h kaam nhi dekhta hai kisi ko bhi yaha. Chamcha giri krogy toh salary bhi milege off b milege or promotion bhi milege aapko. Partiality bahut hai yaha.

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Indialends ka work experience Acha raha My First Job in indialends environment Acha hai and HR Activities and celebration in Festivals

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Indialends me salary kam hai promotions bhot rare hote hai Appraisal Average hai

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Team mates are supportive, spacious cafeteria. Good startup for freshers.

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...ry is very low. You have to serve 2 months after resignation which is very long. They have salary cuts for last 3 months without any transparancy. Which is definately not helping. With low salary you also suffer from pay cuts even though you are a good producer amongst all. We understand the situation totally but it's difficult to survive specially when you are an outstation candidate. That's disappoint us the most.

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Very bad company.we need salary at that time but they send us mail for Full an final. No job security.they terminat their employees at that time.

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No growth ...no management policy.. manegement system is very bad..

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Colleagues: I had the chance to work with some wonderful people who became good friends. Technology: There were attempts to introduce new technologies, which is a positive step for any tech company.

Dislikes

...ead of the department, which affects team dynamics and opportunities for others. Salary and Increments: The salary is average and increments are very modest. Hard work and dedication do not seem to translate into appropriate rewards. HR and Authority Issues: Complaints to HR are often ineffective, as they lack the authority to make significant changes. Decisions are ultimately made by the technology head, who holds too much centralized power. Training and Development: While new technologies are introduced, there is inadequate training provided. Employees are expected to learn new systems within unrealistic timeframes without proper support. Job Security: The company has recently resumed firing employees, creating an unstable work environment. Performance improvement plans (PIP) are sometimes used punitively rather than constructively. Survey Integrity: Despite the company recently being awarded as the "Best Place to Work," the integrity of this accolade is questionable. During the survey process, many employees were afraid to provide honest feedback, fearing that their reviews could be intercepted by management or HR. This led to skewed, overly positive reviews that do not reflect the true work environment. Lack of Respect for Technical Work: The tech head once belittled the team by saying, "What do you guys even do? You just call a bunch of APIs, store the information in a database, call it to the front end, and show it to the user. That's it. You are not doing rocket science." Such remarks, especially from someone within the tech department, are highly demotivating and show a lack of respect for the work the team does. Poor Planning and Last-Minute Requests: The management often comes up with last-minute ideas and expects the tech team to implement them quickly, resulting in long working hours and late nights. This is not due to emergencies or production errors but rather poor planning. It is common to work until 12:00 a.m. or 1:00 a.m. regularly for months on end. Extreme Micromanagement: The level of micromanagement is extreme, with the Chief of Staff closely monitoring who is at their desk, who is talking to whom, and even going to HR to mumble in their ears and ask for actions against employees for minor reasons. Single employees are often given more tasks and expected to work late because it is assumed they "don't have a life outside of the office" and are "learning." You won't see this in other companies, where tech personnel are generally given the flexibility to work and take breaks for critical thinking and other essential tasks.