Misys Reviews

Pros

Opportunity
Exposure
Global
The open plan structure means you can approach people at all levels who are keen to listen to your feedback and suggestions - the general attitude is, if you think something should be done that could improve the business, then go ahead and do it.

Cons

There is an absurd level of beauracracy that slows that responsiveness in the company. The company also offers a suite of solutions but individuals tend to know about one particular area only - not great for the cross-sell.

Advice to Senior Management

Offer some incentives on cross-selling. There should be emphasis on getting a thorough deal rather than signing off asap.

Pros

- Nice people
- Great name for the CV
- Pay is OK
- Good benefits

Cons

- Very bad management
- lots of change
- very low morale
- HR falling apart
- recently changed to open office plan, it hasn't worked

Advice to Senior Management

Get transparency in the leadership, sort out the hiring process, improve HR - the current Head of HR is anonymous, and has been a catalyst for low morale

Pros

Good place to work for

Cons

Need to grow with the competitors.

Advice to Senior Management

Have a Organic growth strategy for leaders

Pros

The people
Great portfolio of new solutions
Misys cares about customers
staff turnover is low
Client loyalty is high
The company is growing faster than ever before and winning many new clients

Cons

Some people still stuck in the past who havent embraced the new Misys

Advice to Senior Management

This is a great place to work. We trust the leadership team and will play our part to support the growth and client service initiatives

Pros

* The company is financially strong.

* There are a few on-site opportunities.

* If you are a manager, you can retire here.

* They pay on time.

* It's a medium size company: Not too big and not too small.

Cons

These are questions I should have asked and researched before joining Misys.

* Does the organization know where it's going?
Joining an organization that has no viable growth strategy is a "death sentence".
Misys transforms itself ever few months, usually just before they try to sell the company or some part of the company. This kills morale as direction changes by the minute, and meanness and tightness replace prudent cost management.

* What is the quality of leadership?
Quality leaders make others want to follow them by "walking the talk".
Misys managers and leads talk a lot but leave their fighting to the foot soldiers.

* Does the organization understand and implement things important to their employees?
Let's look at basic things that are important to people: Food, transportation and parking.
- Food is contracted to a third party. The quality and safety of the food is that of a local dhaba.

- For transportation, they provide shuttle service from their office to a single point that is two kilometers from the office. Service runs at a certain time in the morning and evening. The waiting time to get into the shuttle is a few hours.

- Parking space is available to level P4 or above. Associate Managers and Expert Professionals are at this level. This means, by default, all managers have parking spaces and less than 5% of the engineers are given parking spaces.

There are no luxury benefits like daycare.

* Does the organization have the work culture you're comfortable with?
Misys has a sales culture , developers with a research and development focus will be frustrated in that sales culture's focus on short-term efforts, rather than longer-term solutions. The top people at Misys are ex-IBM salesmen (public information).

* Is talent genuinely recognized, utilized and developed and are employees provided with some sort of career-path?
Promotions happen only to well connected employees; not the hard working folks. On paper, they have a career-path for developers but, in reality, they have one principal engineer and dozens of managers at the same level (earning more). Developers are not groomed but squeezed until they burn out. They are then replaced.

Bell-curve management replaces certain number of people every year.

This is done blindly, just for the numbers. Management is either incapable or unwilling to expend a few thought cycles and make an intelligent decision.

Leads / managers will tell you that you are doing a good job but behind your back, to their superiors, they will say the developers are not doing anything and take credit for all your hard work.

Managers / leads look at development as something that is beneath them. They segregate developers and treat them like packages to advance their career.

* Is there a direct link between business success and personal success?
The foot soldiers of Misys do not have a share in the success of the organization. Salaries and bonuses are not kind to honest, hard working people. In Misys, your evaluation is depends on how close you are to management.

* Is the need to balance work, life and family recognized by the employer and are these policies implemented and practiced?
The macho, immature and arrogant attitude of leads and managers is to build applications as quickly as possible so they can get their dues and blame the mess on the developers later.

Advice to Senior Management

* Know where you are going.
* Get good leadership.
* Understand and implement things important to employees.
* Kill the toxic organization culture.
* Recognize, utilize and develop talent.
* Understand that there is a direct link between business success and personal success.
* Understand the need for work life balance.

Pros

MNC Product Company (not many around), Good Compensation, values Engineers over Managers as evident from the churn in leadership, has a career path for engineers. Non technical managers are on their way out, slowly but certainly

Cons

few promotions and "not so sexy titles" (like services companies and banking IT shops), poor culture of training and knowledge sharing (i hear its improving but requires major focus), poor performance management (very few people are fired for non-performance)

Advice to Senior Management

Hire less number of people but hire better people, Fire deadwood, fire a lot of people - the company is overstaffed in many areas. Continue to transform. I have watched this company over years - its improving but the pace is not enough.

Pros

Good management.
Good facilities.
work life balance

Cons

Outdated technology.
Slow career growth.
nothing innovative

Advice to Senior Management

I think the hiring process has to be more rigorous.
And the interviews more challenging so that they hire competent employees.

Pros

Work in the TCM industry

Cons

The product strategy is not clear

Advice to Senior Management

Investment in Product

Pros

1. The office is located in a nice place.
2. There are some good people.
3. Some teams are better than others. Your experience depends on where you land. Transfer is not possible (although there are exceptions).
4. It is an MNC. Although they have been trying to sell it to the likes of TCS, Infosys, HCL, etc. (Google search)
5. Compared to the local flavor, Misys is one of the better shows in town.
6. They have a shuttle service that drops and picks you up (at a certain time) to Domlur. Getting into the shuttle, however, is a Vegas crapshoot.
7. You will learn survival skills.

Cons

In general, for every organization, you can easily determine culture of a team by the way they treat their developers, how they share information and the treatment of resources (asset or cattle). The culture of a team is the microcosm of the overall corporate culture.

Let's ignore the fact that the heads of the organization constantly repudiate all their promises after the work is done and make a list.

1. It is not a place for people interested in technology: no interesting work, shuns innovation and anything new is looked at with dread.
2. Managers and leads do not understand basic engineering concepts, let alone design/architecture; they lack basic people management skills as well.
3. Different rules apply to different employees, based not on productivity or contribution, but on the amount of sycophancy he does.
4. Advancement in the company is based solely upon favoritism. If your viewpoint differs from leads or management, you're gone.
5. Decisions/discussions happen behind closed doors and no justification is given for any decision taken: They do not trust you because they know you are (or soon will be) extremely unhappy and may talk. Also, the truth is not very appetizing.
 6. If you work are honest and work hard, you will quickly become a target of sycophants who survive by take credit for work.
7. If you are a snitch and, therefore, in good books with your boss, he will ensure that your work is done by someone else, for which you get sole credit. He will also ensure that someone else takes the fall if the application bombs in production.
8. As soon as the work is done, you will become a second class citizen.

They do have fantastic sounding technical positions but no one occupies those positions. However, Misys does not have a shortage of managers.

The attrition rate in Misys is about 50%

In summary, it is a village-manager culture; managers will go to any lengths to preserve and portray themselves in a good light. There are a lot of Misys parodies out there on the net.

I should also mention that some managers are just dummy managers. The real decisions are being taken by people who have been there for decades and have all the key people in their pocket.

Advice to Senior Management

Get good leadership, trim the deadwood and kill the village-manager culture. Purge old, nonproductive resources that have dug their heels in and now do more damage than good.

Pros

- Good Domain Knowledge
- Well known in industry

Cons

- Less compettitive salary
- Slow paced work environment