The Antara Foundation Manager Program Management salaries in India

Likes

Super top management is humble, open to feedback and values their employees.

Dislikes

Extreme micro management, mid-senior management people acts superficially that enables an healthy and unsupportive environment, devaluation of work, show-off and shallowness; no standardisation of compensation. Poor interventions.

Likes

Nothing much to say, over all an average organization to work with

Dislikes

Honest Feedback About The Antara Foundation The Antara Foundation is an organization with a commendable mission in public health, but unfortunately, several internal issues overshadow its potential to make a meaningful impact. Here's an overview of the challenges the organization faces: 1. Leadership Challenges: A small group of individuals hold most of the decision-making power, creating an environment where ideas from others are either dismissed or undervalued. These leaders often come across as unapproachable and rigid, operating with a limited understanding of public health. Their overconfidence in their own abilities often stifles innovation and progress. 2. Lack of Supportive Management: Senior management is often perceived as insecure, particularly when working with technically skilled or highly competent employees. Instead of valuing such talent, there is a tendency to target or sideline them to secure their own positions. This not only demotivates staff but also affects the overall efficiency and morale of the team. 3. Ethical Concerns: There have been widespread allegations of unethical practices, especially concerning procurement and logistics. Some long-serving members of the organization are known to have engaged in such activities, and despite this being common knowledge, no action has been taken. This lack of accountability undermines trust and the integrity of the organization, especially since donor funds are at stake. 4. Neglect of Key Stakeholder Engagement: One significant shortcoming is the lack of engagement by senior management with government counterparts and other critical stakeholders. Instead of leading these essential interactions, they delegate such responsibilities to subordinates, which often dilutes the impact and effectiveness of collaborations. 5. Work Environment: The internal work culture is far from supportive, with several employees citing unskilled and unprofessional supervisors. While the organization may provide opportunities for freshers, experienced professionals often find it difficult to adapt to the toxic environment, leading to dissatisfaction and disengagement. 6. High Attrition Rates: Due to the above-mentioned issues, the organization faces a consistently high attrition rate. Talented and motivated employees often leave due to a lack of support, poor management, and an overall toxic culture. This frequent turnover further disrupts the organization’s operations and affects its ability to deliver on its mission. Conclusion While The Antara Foundation has a strong purpose, its internal challenges, including poor leadership, lack of accountability, and a toxic work culture, greatly hinder its effectiveness. Without significant reforms, including ethical audits, improved stakeholder engagement, and a shift toward a more collaborative management style, the organization may struggle to retain talent and sustain its impact. For those considering an association, these aspects should be carefully weighed.

Likes

5 days work culture. Vehicles provided for the field.

Dislikes

Expected by few managers and directors to work on weekends as well. Hell, a lot of targets leave no scope for innovation or any risk to try something else from the routine.