Good salary but poor development practices - Senior Software Engineer Yamaha Motor Solutions India Employee Review

Excellent work-life balance with minimal work pressure. No late-night calls or weekend work, which helps maintain personal time. Interesting and meaningful projects that provide good exposure. Ample opportunities to learn, grow, and take leadership responsibilities. Supportive environment for team management and skill development. One of the best HR policies, frequent employee engagement initiatives, including Diwali gifts and other benefits throughout the year.

Favoritism in the team(OSS) is clearly visible. In some cases, managers give an upper hand to their preferred employees — whether it’s allowing work from home or selecting them for international visits. There are situations where you are required to come to the office three times a week, while the same manager raises work-from-home requests for their favorite team members. I have personally seen cases where an employee with very little project experience was given an international business visit opportunity, even though they had joined the project just a month earlier. Such decisions can feel unfair and demotivating for other team members who have been contributing consistently. The working hours policy can also feel strict — 8.5 hours in the office and 7 hours on Sapience while working from home — which can be hectic to maintain regularly.

Decent Salary and bonuses Diwali Gifts, Hybrid Model

Favoritism within the OSS team is clearly visible. Employees who try to give suggestions or present facts to senior members often face negative treatment because seniors tend to take such feedback personally. Juniors are frequently blamed for mistakes made by seniors, while accountability from leadership is lacking. The Project Head and upper management appear to support only their preferred employees. Even when concerns are raised, the response is often that the junior employee is at fault. Employees who try to stand up for themselves may be placed on a PIP, moved to the testing team, or shifted to teams with limited growth opportunities. The testing team leadership lacks technical knowledge, and in some cases, even basic test case writing skills. Review comments are often generated using ChatGPT and copy-pasted without proper understanding. The focus seems to be more on giving negative review points to juniors rather than improving code quality. Only a few people in the organization genuinely possess strong technical knowledge and work ethics. The level of favoritism can become so extreme that it affects employees mentally and emotionally, leading to stress, anxiety, and health issues. Despite this, management often ignores employee well-being and instead continues blaming individuals for every issue. The work environment, especially in OSS, feels highly negative and depressing. Upper management also appears to have an orthodox mindset, making it difficult for employees to express concerns openly. The exit process is equally frustrating. HR may delay final settlements and provide unclear reasons for unpaid amounts. Employees often struggle to get responses to emails, calls, or messages regarding their pending salary, to the point where some eventually give up trying to recover their own hard-earned money. The working hours policy can also feel strict — requiring 8.5 hours in the office and 7 hours on Sapience while working from home — which can be difficult to maintain consistently.