What is working from home like at Mastercard?

2 days work from home, good pension

three days in the office

Nice campus, mix of new and seasoned employees, decent benefits

Forced 3 days in per week (with some flexibility work from home days), decent amount of vacation time. Not a lot of movement across company and within groups. Company tries almost too hard to align with industry. Insurance prices have gone up every year.

Time flexibility and work from home opportunity.

Work life balance is not good, although it depends on the team.

- Good benefits with extensive insurance - Good culture - People are great - Flexible working arrangement (work from home and elsewhere options) Overall excellent place for people who just started their career or seniors who are planning to start a family

- Rapid expansion of the team causes lots of mis-hiring - Projects is quite mundane and repetitive - Limited upside in terms of compensation and promotions , with the team growing and cost saving initiatives, upside is getting worse Not for people who are seeking for career advancement and are ambitious in career growth

Flexible work from home schedule

Downright tyrannical on Covid vaccines something they no doubt now regret

Good culture, hybrid and flexible work arrangements, Pay scale good

Politics when it comes to leadership visibility

- pay? (See below, all my pros devolve into cons) - I work from home but they are steering away from this (so much for the new normal) and their handling of RTO has been a colossal mess - I have (for now) an excellent manager and their manager is also great - if you thrive in a dysfunctional environment and / or are better at compartmentalization than me, it might be fine - some people like it (I did for a while)

So many. - back to the subject of pay, like a lot of companies who expect not just to make a profit and keep up with inflation, but to make a higher profit, they expect *people* to put up with “merit” increases that do not keep up with inflation and are based on rigged performance reviews. - In my area, there is little opportunity for upward mobility, especially if you don’t want to be a people manager. Getting a promotion is very difficult, and apparently doesn’t help your salary much. Part of the problem is that in my area of expertise, Mastercard is like twenty years behind, so unless our leadership catches up quick (not hopeful), there won’t be any new positions senior to what I have now. So as my uncle advised me twenty years ago, if you want to make what you’re worth, you have to switch jobs. - part of the reason for being so far behind I think is that they hire from within way too often. People float around from here to there, and are very impressed with how much they know about Mastercard, but meanwhile have no real experience in highly specialized areas. And they really like to tell people who do have years of actual experience how to do their job, and they get away with that and with actively interfering while not doing their own job. This is not a generalization based on one person. It’s been a pattern for a couple years across multiple teams and continues to this day - hypocrisy. Supposedly decency is a part of “the Mastercard way” but, starting with the most egregious of several examples, an awful, high ranking person, who people complained about to HR, who oversaw at least two major initiatives that utterly failed, and who sowed so much chaos and dysfunction I’m not sure our department will recover anytime soon, was rewarded with a fellowship. As if that’s not bad enough, this was announced right after layoffs (very expensive layoffs based on severance figures) that were made over budget concerns. - these concerns have also contributed to an environment where continuing education is not deemed important. Also, programs that are critical to an organization that claims to be data driven are expected to either bring in revenue or show a direct correlation to it, even though their purpose is to reduce risk and provide critical functions for programs that do bring in revenue - AI hype: our leadership is very confident in their knowledge of AI, but seems to be stuck in an echo chamber that excludes so many considerations I am hearing about everywhere else. I’m also not hearing much from talk here about the huge sustainability concerns around AI, it’s just full steam ahead, which does not match the internal and external claims of a commitment to sustainability - healthcare coverage is terrible, I’m paying way more that I ever have for less. The one consolation was a free telemedicine service. They switched providers though, without any regard for the quality of the new one. Surprise, it’s terrible. Is that decent? - apparently my state has a loop hole that allows employers to get away with paying out fewer vacation days, so I am no longer given my full vacation balance at the beginning of the year, which means if (when) I leave, I’ll get paid off much less, if anything, compared to what I would have if I left at the same time last test last year. So they’re cutting back on benefits, and then there’s the meager pay increases, which means people’s actual compensation has *gone down*. Is that decent?

Can work from home for 2 office days

Had worked for 24 hours rotating shift

Friendly enviornment. work-life balance flexi work from home

The growth becoms stagnant after some time

Positive work environment: Highlights a good company culture and team dynamics. Work-life balance: Flexible hours or remote work options. Growth opportunities: Chances for career advancement or learning. Competitive salary/benefits: Attractive pay and perks. Strong leadership: Supportive and effective management.

Long hours: Overwork or lack of work-life balance. Limited career growth: Lack of promotion opportunities or stagnant roles. Toxic work culture: Poor management, bullying, or unhealthy office environment. Underpaid: Salary not matching industry standards or job demands. Job insecurity: Layoffs, downsizing, or poor company stability.