Kyndryl Voip Network Engineer salaries in India

Likes

Just salary comes on time and leaves are sufficient

Dislikes

- no defined work culture - top management is the same IBM management that IBM kicked off its domain and they created kyndryl - highly political culture that does not promote knowledge and quality of work. - senior members will refer their known associates into the project and together they will create an environment which is not growth centric to employees who joined with their own calibre. - Manager are mostly non technical people who is unnecessary getting into technical discussion and making a mess of everything. - further these kinds of managers are often ill-informed by the leads who just wants personal growth and will always try to put down those who are better than them in front of manager.

Likes

Honestly I like nothing about the company, still trying to find if there is anything at all to like about this company

Dislikes

Boy where do I start, Heavily understaffed, No hikes, yes no hike at all not even by 2-3%, forget about any kind of bonus..on top of that they have cut down the shift allowance, initially for shift a it was 450, now It's 100 only, evening shift allowance is just 200. Also the reallocation bonus was so low, It was just 25k, Managers are working from home while we are getting forced to come to office.. Do not join the org..

Likes

...ill largely depend on the client location and your internal management. Pros: 1. Kyndryl offers a competitive salary. 2. There are plenty of learning opportunities. If you are proactive and ambitious, managers may assign you multi-skilled roles. However, this often comes at the cost of work-life balance and lower appraisals, in exchange for gaining diverse experience. This approach is beneficial if you plan to do it for only a year or two. However, in the long run, it can negatively impact your health and overall well-being—regardless of whether you work regular hours or shifts.

Dislikes

Concerns with Kyndryl India: 1. Manager-Driven Culture: Kyndryl India operates as a manager-driven company. While HR policies may look good on paper, they hold little real authority despite the company's size. Approaching HR for issues can sometimes lead to retaliation from managers, such as no promotion, increased workload pressure to push you toward resignation, fabricated low-performance reviews, verbal threats of termination, or even official email warnings. 2. High Availability Expectations: If you're in operations, management may expect you to be available at all times—even outside working hours. This stems from poor resource planning by sales and business teams, who aim to maximize profit margins by deploying minimal resources to projects. 3. Exploitation of Third-Party Vendor Employees: Senior Kyndryl managers often treat third-party vendor employees poorly. Since HR policies don’t apply to them, freshers are frequently exploited and work under extreme fear of being fired for minor mistakes. 4. Unclear Scope of Work & Client Pressure: The scope of work constantly shifts to accommodate client demands, increasing pressure on ground-level employees. Kyndryl India’s management is highly submissive to clients to maintain business and secure more projects. In some cases, managers develop personal relationships with client-side teams, ensuring their job security even if they underperform. This weak stance allows clients to take advantage of the situation. 5. Office Politics & Growth Struggles: Office politics plays a major role in career growth. Senior employees with good relationships move up easily, while junior employees struggle for promotions and appraisals. 6. Judgment Based on Availability, Not Quality: Employees are evaluated more on their availability than on the quality of their work. Since operations run with minimal staffing, managers prioritize those who are always accessible. As a result, Kyndryl’s global work-hour policies and leave policies become ineffective in India. 7. Challenges in Taking Leaves: Backup resources are scarce, making it difficult to take leave. Employees often end up working even when on sick leave. Taking planned leave for more than a week is a challenge. 8. Weekend Work & Limited Control Over Comp-Offs: You may be called in to work on your scheduled week off due to emergency activities or resource shortages. While compensatory offs are provided, they are often not on a day of your choice.

Likes

...upport on agile and specially different actions to be tried anywhere everywhere. Competitive pay structure and clarity of organizations strategy and outcome at all level of employees.

Dislikes

We are not Flat enough yet. Moreover, managers especially at higher levels (executives) don't pay much time to listen to their reportees, even if its heard at times nothing much other than diplomatic answers come out. Finding the right role for each of the B-10 employees in Kyndryl is probably a key contributor to the organization's success and growth, but a clear conversation with them rarely happen.

Likes

There's couple of programs hosted once a while and interaction with larger chunk of people is fun.

Dislikes

They expect us to complete work without escalations and extend when required. But never ready to pay accordingly to the person who is putting in efforts.