11y
Thank you for taking the time to give such and insightful feedback about Nagarro. Yes, we do want to be a highly flat and flexible organization. Maintaining accessibility across and within all levels is a key part of that.
Let me comment on the areas of improvement and the advice that you have for management. Let me try to answer your question about salary in a different manner. What does it take to be a Manager, or a Director, or a VP in any company. Sure, experience counts. But what also counts is capability. Nagarro has always been about talent, about brightest minds, about personal caliber - therefore we don't let experience alone be a criteria that supersedes these others. Instead, we take them all together. Having said that, we do have guidelines for experience required at each designation level, and any exceptions to these guidelines have to be approved by senior management.
With that said, we do have bands for designation levels which HR works with when deciding compensations.
Onsite opportunities are largely driven by customer needs. I agree with you that an onsite person adds a lot of value to the collaboration between the customer and us. Sometimes, the customer cannot budget for it (either by cost, or by time needed to be spent by their personnel in interacting with the onsite person). All of our key accounts do have onsite presence - for the same reasons as mentioned by you.
We are investing a lot in newer technologies, packages solutions, and consulting areas - all three. Apparently, we are doing a bad job of disseminating this information internally (though most of what we do is mentioned on Yammer). Our very strong eCommerce practice is totally a result of investing strongly in Hybris. We are working on building an insurance practice by investing in key resources in that domain. We have hired people specifically for consulting in certain domains such as the Cloud.
We do need to invest more in soft skill training at all levels, including the managers. The good news is that we have begun to do that. In the last 6 months, we have hired two dedicated in-house soft skill trainers.
Your point about 360 degrees is interesting. We do have a 360 degree review for Associate Directors and Directors. However, it is designed in a way that it generates feedback for the person being reviewed instead of for HR. Perhaps we should roll this out at a broader level. Something that we will think about in the near future.
I must say (and I can safely say this on behalf of the entire management team) that is the folks at Nagarro who inspire us. We have a number of really exciting people. Every time I meet some of them, I am totally energized. So, I would rather request you to keep up the good work and keep us inspired.
Once again, thank you for your time in filling out this survey.
