GlobalLogic Reviews in New Delhi, India Area

Pros

1. Open Culture
2. Conducive working environment
3. Flexible working schedule
4. Good name in NCR

Cons

1. Transition of old timers (technically a new company altogether)
2. The personal touch is lost
3. New people are not aligned to core values and culture of the company
4. Management focusing on short term gains
5. Delivery Management in India is ineffective

Advice to Senior Management

Peter should take up the charge and must ensure alignment of values with new hires at influential level. Culture of the company is being diluted. Must validate the value being put in by Delivery Management in India. some of the people, especially entered through acquisition in GL, are getting salaries for no constructive work and are waiting for company to go public and then claim their shares.

Pros

Flexi timing , work from home, good salary

Cons

politics, no recognition, if they dont have project then they will kick you off.

Advice to Senior Management

arrange fund to manage pool. made more transparency

Pros

Good Technology exposure
Short Term and Long Term onsite opportunities
Recognition awards
Good work culture
Good Salary Package
Transport Facility is good with AC Buses
Work Life Balance

Cons

Leave Policy is not good
Client are small and mostly startups, risky company to work during recession as there are were layoffs during 2009.

Advice to Senior Management

They should focus on getting good senior management which has the ability to handle and retain clients over the long term. More Professionalism is expected from senior management.

Pros

1.Flexible work timings
2.Openness (but is gradually going down)
3.Lots of technical growth opportunity
4.good for freshers
5.Agile company

Cons

1.Financially pays very low.
2.Appraisals are manager based.
3.Compensation packages
4.Financial growth one of the lowest employee wise
5.Agile company

Advice to Senior Management

Need to go back to its roots. The new HR director does not fill you with awe. Hire people who are truly agile

Pros

It provides flexible working timings but may not be the case in all of the projects. Nice cool working atmosphere and healthy competitive environment. After a layoff season company have realized that humans are real resources so they have started lot of things for employees like people engagement activities and have improved upon other common facilities like transportation and cafeteria services. Junior HR guys are also good and will help you out where ever possible which is very important for new joinees. Also they have given a good hike in december to huge number of employees (though i didnt got what i was promised) to reduce attrition.

Cons

Middle management is not competent enough to take care of the employees and treat client as gods by catering to there unreasonable demands which at the end hurt the employees.
You should be a fast learner and a practitioner of politics to survive. Things work faster when you follow your network instead of a defined process as i always say personal touch is required. Also for people at client side company behaves as step father and does not even entertain simple demands of collecting you meal coupons. I have seen the company's insensitivity towards the older employees if they are not allocated to any project you have do whatever it takes to get a project otherwise nobody will be able to hold you in the company
Technically the work is not challenging though this is very subjective but i feel the company have started taking up even road side projects to just increase the count. Also the information does not flow down from the upper management to the lowest level of employees as freely as should and finally favouriteism always work try to be among the sweetest kids around.

Advice to Senior Management

Invest in employees to stop attrition. Reshuffle the middle management these as guys are settled and are enjoying life they are rotting the system. Top HR team also need some new lessons as they work in a printing press style in a digital age. Appraisals should be done strictly on the basis of merit this will increase the competitiveness and people will prove there worth instead of sitting in their comfort zones like lame ducks.

Pros

Technical growth is fine here although it varies from team to team; Onsite chances are pretty good too; Flexible work hours.

Cons

Immature senior management taking short-sighted decision every now and then.
Disparity in salaries and promotions is another major burning issue here.
Bad coffee !!

Advice to Senior Management

Stop making rash decisions regarding hiring and firing; Be more clear on company policies; Put an end to the disparities mentioned before.

Pros

* Of all the companies I've worked for till date, GlobalLogic has the most open culture. The culture allows for freedom of expression.

* They really follow the open door policy in practice. You are free to pick up the phone and talk to any one even in the senior management, or approach them in person, and you are guaranteed that you will be heard and taken seriously. And there will be no negative repercussions. On the contrary, the senior management strongly encourages freedom of expression and they make themselves completely available to everyone within the company. Peter C.J Harrison, the CEO of GlobalLogic, is an exemplary leader. He has a pleasing personality, a good sense of humor, excellent communication skills and he is a very hard working person. He confers no special favors upon himself and treats himself just as any other employee of the company. He is constantly striving to make himself available to people in the company for an open dialogue. He and the other members of the senior management have it on their schedule to travel to all the centers of the company on a regular basis to conduct one-on-one and town-hall sessions on a regular basis. And you might read all of this and think this is a sycophant exaggerating some cliche behavior. That is not so, however. I've worked for a number of companies in the last 13 years and have not come across such an open and honest behavior from the CEO of a company.

* There are no stupid policies such as the dress code, or that you're not allowed to listen to music while working, etc. On the contrary, the company promotes a fun-filled environment. There is a very spacious sports area for both in-door and out-door games, there's a health and fitness club in the premises with a paid instructor, there are yoga classes, a doctor in the facility and even a sleeping room where you can take a nap if you are tired. Employees listen to songs while working. You can even play badminton or any sport during work hours if your workload can afford the hiatus.

* The intranet of the company is made full use of. It provides an active platform to discuss issues. This lends the employees a sense of democracy. There's a very active forum for discussing a wide range of topics from the feedback on food or a particular policy to technical topics. The management takes note and responds.

* You can maintain a work life balance.

* The senior management is responsive of the concerns of the employees. You can't have what you want always, but most of the times, the scales are tilted in favor of reason.

* The company allows you to choose your working hours. It really practices the idea of giving employees a flexible work timing that suits their personal lives.

* One can never make generalizations and be accurate, but in general, the quality of developers in the company is better than the levels in other companies I've worked for, in the NCR region. That said, there's a fair share of idiots, and no one is to blame for that. All companies hire from the society at large. Therefore, the workforce of a company is a sample of the census of the society we live in. The composition of the society is a majority of mediocrity. Every company, therefore, has a majority of mediocrity. But in comparison, the quality of some of the thinking minds in this company is on the side above average.

* Whatever others think, I get very positive vibes from the few members in the senior management that I've had the chance of interacting with. Peter Harrison, out of all, is a good leader and when he speaks, you don't hear a CEO speak. Instead, it is one human being talking to another. Those are the vibes you get. When he addresses an audience, you get a sense of his honesty and straight-forwardness. The same can be said of the current CTO Jim Walsh, who is also very down-to-earth and a very capable, committed and honest man.

* All the members in the senior management are very hard-working, and that comes across when you meet them, speak to them, and their work impacts you at some level.

The list doesn't end here. I'm missing some points but the ones I am missing are ramifications of the democractic culture of the company.

Cons

The most annoying thing, and perhaps the only one, is that there's a layer of middle management that is not very technology savvy. And I'm being polite in my description of a specimen of this layer.

This layer, and perhaps this is true of every organization in this business, is inexperienced about the dynamics of software development, and this, in my humble opinion, is one factor that poses a barrier for this organization to take a leap to the next level. While policies are formulated by the senior management with the most noble of intent, the sad thing is that the execution is still in the hands of the middle management, and this provides an orifice for the "leak of the intent." When an initiative makes its way from one stratum of the organization to the other, its intent is almost always diluted, and so is the effectiveness of the decisions that manifest the idea. We cannot expect growth when an army of bad people execute the plans of a few good people.

This is also the reason that software is expensive, more expensive than it ought to be. The layer that doesn't add value to the software development process has a cost and that cost gets factored into the profit and loss account. And here, I am referring to software produced by 'services' organizations, not by companies like Yahoo! or Google or Microsoft or 37Signals or FogCreek that actually develop real products.

Advice to Senior Management

Fundamentally, GlobalLogic is a very sound organization, and it has all the right elements to prosper. Going by the credentials and the attitude of the members in the senior management, I think the ship is in safe hands.

I have two recommendations that will most decidedly help the company in going to the next level.

* This is a radical suggestion. As much as the quality of the hiring process is critical for the prosperity of an organization, there is another equally important tool that companies can use to get rid of their problems. This is the process of regularly "firing," or laying off, or bidding farewell to the ones that don't measure up. Even though a process for this is in place, it is not well executed. Companies must abandon their qualms of conscience when deciding whether to lay off the fat or to succumb to the false sense of security that "key positions, if disturbed, will wreck havoc." That is just not true. It is a false belief. In fact, firing off the fat "from the middle" is the most effective tool to:

a) reduce costs;
b) make sure that everyone is contributing;
c) increase profit margins; and
d) cut down attrition because if that fat is not cut, the good people will become an endangered species.

* Let only the best of your people hire. They will bring in more of their own likes. Currently, while some of these people are involved in the hiring process, but yet, a significant part of the hiring is in the hands of the middle management, who will produce of their own ilk. The more the composition stands in favor of the latter kind, the more difficult it will become for the organization to prosper and the more former kind will weaken in their positive impact. Also, due to the current composition of the populus, the really good technical resources get burdened with the workload that is apparently being done by the sum total of the two groups. This forces a situation of disguised unemployment. The good news is that this malady isn't specific to GlobalLogic. The bad news is that it shouldn't be a situation in such a fine company as GlobalLogic at all. And it is possible to prune this weed out by following the first of these two suggestions outlined above.

Pros

Work environment is good
Company strives towards fairness
Company strives to give it's employees the best facilities at work - cafeteria food, entertainment, games, societies, outings
Lots of scope for good technical exposure

Cons

Work hours and pressure can be inhumane at times
Found "lots" of women complaining about fairness at work and work place safety (especially after working late hours)
Most employees are expected to perform resposibilities higher than their designated roles (for very long times) before they either leave or are promoted after 1.5-2 years of doing that.

Advice to Senior Management

More focus on women at work

Pros

- Good brand name though it has been diluting over a period of time lately; yet a recognized brand

- Sr. Management have an true entrepreneurial aptitude

- Have experienced tremendous growth which is manifolds as compared to its competitors

- Descent salaries & Flexi work policies

- GL relishes the early mover advantage in the OPD space and constantly takes up the new/emerging Technology initiatives and leverage upon emerging Industry trends. (e.g. Web 2.0, 1.0, SaaS, BI / DW and more)

Cons

-Unclear Business / Delivery Org structure (We have seen various BU’s delivery structure shuffle in every 6 months (twin delivery – Delivery head / Business head at peers, Business head reporting to delivery head and many more), sometimes shuffled twice in 6 months) so by the time employees get used to working in that hierarchy, it’s changed.

- Disconnect in Delivery & Busi. Org. (some of the BU’s are quite biased on geography, technology & even individual preferences)

-Unclear Geo focus & M&A policies (GL have opened and closed it’s Business operations in over 3 geographies in less than a year timeframe. So they don’t have the patience virtue to invest & let it ripe aptitude. Similarly opening & closing of ITG team took little over a year for Technology investments. Besides 2 big M&A initiatives have been a loss making venture reflects the shortsighted & hasty attitude of the management.

- Employee Friendly/ Job Security issues - I would just say that in past 4 Yrs, HR itself have been the team with highest attrition, 90% of it is renewed annually consistently. So if retainers (HR) themselves don’t believe in the policies they make, I believe very Little chance that other employees would.

-Sr. Management is unreachable to the bottom peers: In spite of quarterly ‘Town halls’ interactions, ‘Whistle blowing policy’ & more yet the Sr. management have been gradually unreachable for the lower peers. Which on 1 hand is bad for employees & Organization both coz they lose the personal touch, however at the same point in time for a 3000+ Ppl Organization it’s not practically possible for Sr. Management to be in touch with everyone. Yet for the execution excellence it’s the bottom peers of any organization which counts and not the senior folks. I might be wrong here but I have felt that in the past 4 Yrs GL have become more of a ‘process driven organization’ from ‘people driven organization’. Sad part is that the processes themselves aren’t good enough or mature.

- Internal Organizational politics & Individual favorism: Ppl often follow the common policy of "sticking with the bigger & deeper pillars in the Org." and it actually works well there

Advice to Senior Management

Just if somehow we could bring back the 'personal' touch and regain the brand image. I believe Induslogic was still a far better brand than today's GlobalLogic. With fast growth comes rapid process orientation, however after a while we should give it space for those processes to be understood, accepted and followed by the employees. Else no matter how much processes we make or plan to roll out; it still won't reflect at the execution level.

Pros

Open Culture - Wojmderful culture which is driven down from the founders and the top management. An open walk in any time culture, companiy policies are debated on wiki and then formalized, employee feedback is taken seriously
Opportunities for growth - Fast growing company, do well and you should be rising very fast in the organization. Lot of growth opportunities wither within the organization or with the mergers and accquisitions that the company is doing.
Respect for individual - Each individual is valued and his/her feedback appreciated

Cons

Aggressive M&As, some of which have not worked out as well as desired

Advice to Senior Management

You are doing a good job, keep doing what you are.