Very little work-life balance. A bulk of the programming done by young people out of college who have the time to come in early and stay back late, so managers make maximum use of them.
While fresh enthusiasm to contribute to a great company takes them a long way, lack of monetary incentive, dearth of creative outlets, meager praise from management and sheer burnout leads to a high rate of frustration within the ranks and therefore a very high rate of attrition at the mid programming level.
Most managers are not trained well and seem restricted to tracking stats. This leads to a lot of resentment against them. It seems like all the work is done by very few.
CRR ratings pitch employees with similar jobs against each other. High competition often leads to a lack of enthusiasm about sharing knowledge and skills with their fellow mates. This costs the company valuable time and also causes employee morale.
While Infosys proactively tries to engage in policies that encourage women to actively contribute to it and has many family friendly policies ( like year long sabbaticals, time off to join a spouse on site, maternity considerations), many aspects of the work culture seems geared towards men.
Managers encouraging long hours and high competition among peers, often leave women unable to put in those hours to be overlooked during times of promotion, or when more responsibilities are allocated. The numerous open air pools seem more geared to campus beautification than to actually swim in, as one can most certainly be sure that given India's traditional mores, no women in swimsuits want to be ogled at from the numerous surrounding decks and cafes.
On-site resources save money on the dollar, by stretching their pay and sharing their quarters with multiple room mates. The money saved serves them well, as raises and promotions on-site are non existent. The company tries to maintain margins by reserving promotions and raises off-shore, and keeping the on-site resources at the bare minimum pay and hours as required by labor laws in the US.
One of the biggest strengths of a former employees of Infosys, is their ability to learn skills fast and on the job. This comes from years of having to switch between projects as and when need arises and having to ramp up quickly. This practice of providing employees little training results in programmers who are technically not well rounded, are generalists, and a lot of time costs and defects made due to the same. good talent needs room for skill enhancements or they will stagnate.
