IDEMIA reviews about "salary"

Career development opportunities appear limited and are often reserved for a select group of long-term employees. The company suffers from a lack of strong and effective leadership, which seems to stem from issues within HR and upper management. Unprofessional behavior, poor leadership practices, harassment, and bullying are too often tolerated rather than addressed. Many employees are expected to perform the responsibilities of multiple roles while being underpaid, with this being framed as “development opportunities.” Overall, the company appears far more focused on profitability than on the wellbeing and support of the employees who contribute to its success.

They said the salary is within range, but it’s at the floor level. Sometimes below range

- Bad organisation structure for software and tech - Non-competitive salary - Lots of work

Not much appreciation. Lot of favouritism. HR are there for name sake

annual salary hike is less than 10%

• No real job security. In a team meeting, employees were told that if they wish to leave, they could resign and would be relieved immediately. This has created an atmosphere of constant fear. • Managerial nudging has increased significantly, making the workplace mentally exhausting and extremely stressful for many team members. • Most employees are actively interviewing elsewhere due to the lack of stability and trust in management. • Inconsistent leave policies. Some employees receive leave for important personal events while others suffer for normal leave requests. • Visible favoritism. Individuals with limited workload or domain expertise continue comfortably because of personal rapport and flattery, rather than performance. • Ineffective leadership in the Graphical team. The team lead has minimal involvement in actual work and always indulge in unnecessary talks, affecting team productivity and morale. • Unequal expectations for remote employees. A permanently WFH team leader is only expected to attend social trips, parties and presence at the time of foreign delicates visit not regular office work, raising questions about fairness. • Culture that rewards sycophancy over merit. Personal favors and flattery, cooking for each other seem to outweigh actual effort, knowledge, or delivery.

Top-Down Management Style: Decisions are strictly top-down with little to no regard for employee feedback. It often feels like management does not listen to the teams on the ground. • Lack of Strategic Clarity: The company direction is often unclear, leaving employees confused about long-term goals and priorities. • Bias in Progression: Promotions and salary packages appear to be based on personal closeness to the management circle rather than objective performance or merit. This "favoritism" creates a discouraging environment for those working hard.

1. Salary is not as per the market standards 2. HR team seems to be the biggest problem.