Sharekhan Customer Relationship Executive salaries in Pune (Updated 2025)

Likes

little politics being done in terms of bonus and incentives. work life balance is not possible.

Dislikes

... stability in working hours.. Managers also do not value an employee's strength. also if there is a certain issue regarding salary the managers dont even take interest in that.

Likes

...ronment and culture. Teammates are supportive and the management is transparent. Company policies are good salary hike and bonus every year

Dislikes

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

Likes

Good company to work. Salaries are low. Work pressure is high due to less staff but still tolerable. Less target pressures. Some seniors are supportive, some not. Good client base provided with regular new accounts addition from sales. Jobs are relatively safe, just keep doing efforts. Sharekhan gets good leads and good business due to this good incentives and yearly bonus can be made. 25 mandatory leaves in a year. One can definitely go and join without thinking twice. This could be a long term job you don't want to leave.

Dislikes

...ine increments for chamchas. New joinees get higher salaries than old employees. Salary difference in senior post and junior post is high. Client meetings pressure will be there if you are in sales but definitely it leads to business generation.

Likes

I liked that the Salary was on time.

Dislikes

Their is too much pressure for account and funds for a fresher like me. Very much pressure. I am not a fresher that I will have many sources for accounts. Don't join this .

Likes

For initial exposure looking at stable and safe job you can prefer this company but for other exposure you can't rely.

Dislikes

The list is long from work culture to salary and benefits to appraisal and promotions, nothing is good here. There is lot many politics in the company as the mid level managers seek to prefer only those who is reliable to them even if not to the company. They themselves have a feeling of insecurity and doesn't want to change the field they are playing on, since many years. So, when it comes to appointing someone for the post under them specifically for team leader or branch manager then they look out for person reliable to them even if he is not capable for the post. And this in turn cost to the image of the company and the end service to clients. Secondly, once you build up good rapot with group of clients, specifically HNI clients, you are forced to sell products to such clients which do not suit either their profile or preferences. Besides, such products are just for making or generating brokerages even at the cost of clients portfolios. Also, at regular intervals you will be asked to make clients purchase certain stocks which are of low fundamentals, as may higher level management make some insider settings with group of large investors to get their certain stocks offloaded to your HNI or semi HNI clients and these gets them certain cuts from such group of large investors or operators. And when there comes fall to such stocks top management ask their research team to make a fundamental report to justify the forced purchases of such stocks. And the worst case is, even if you achieve over and above targets of brokerage revenue and TPPs, they find there some ways to cut your incentives either in the name of policy changes for incentives or non completion of TPPs targets revised at near to end of the year, though you would have completed all TPPs targets laid before or at the beginning of the year. So, only if you are trustworthy to mid level managers you get everything. Even if you won't work your upper level managers make it for you. You should have quality of being trustworthy to these managers to remain safe and secure to your job. Low Increment and late appraisal are two factors affecting for hard working employees. If you are hard working employees reliable to company you will be loaded with more work. In all there is no job satisfaction or skill development & environment is hectic.