More than 60% of attrition in India LDS team. Is it because of the LDS leader in bangkok/Houston CLO/Indian management?….
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@2jfo+1bP9YXso My supervisor has weekly 1-1s with btc employees and a separate one with their supervisor. Talk about wastes time. Though I should be thankful since I wouldn’t know about this board if my supervisor hadn’t brought it up. BTC leadership quickly became the bigger joke, local Houston leadership did good in offshoring even that
Leadership in the btc is a god damn joke! Sure the btc has its own supervisor. Did you know most sups in Houston still meet with individual btc members? Wasted time, wasted resource, no work getting done, zero value added, but someone gets a pat on the back for offshoring and making life more complicated for the working id--ts in htown
I was a part of CLO and I know the attrition is only because of the babgkok leader and the indian management. Because of this lady the entire CLO work is getting msp’d.
They have pip’d some of the good resources. These leaders should be held responsible for this situation and must be pip’d.
Lynn, Heather, David, Liz, Yupa and the rest of the CLO mgmt. gang are you all listening. People are not happy with your service and on a relative basis you all should be Pip'D. Off and out. Time to wrap up.
Major reason for attrition in India LDS could be the ranking system as the deserving resources gets average or lower rating and the favorites will be given better/top ranking by leaders/managers.
Credit to be given to the local leaders as they didn’t do the job well
Example :
Houston team asked for a support in certain of their deliverables.
During kick-off meeting , they admitted that they don't have time to do low value work and asked BTC to step-in.
The percentage of the low value work is predominantly high.
Campus hires and Experienced hires from some of the best universities in india didn't join EM to just ruin their career as the management has clear demarcation of what job BTC neds to do . (Double standards ).
The supervisors in Houston fixing goals for the year would definitely agree the way they populate who needs to work on what even though they pretend they are giving equal oppurtunities.
Do you think Employees should stay with large disparity being shown?
There are many reasons to attiritions.
One among many can be caste.
But attrition is purely based on providing works that doesn't enhance career.
Low value work of data scrapping is passed on to BTC and high value work are retained in Houston. Concept of collaboration and One-Team concept were just lip sync and doesn't exist in actual grounds.
I can give a few examples :
- Oppurtunities given for a EIO candidate ( fresh hires ) in Houston is completely different then the work a campus hire is asked to do in BTC.
- Further EM is no more competitive in the market as it doesn't give job security.
- Every year is a contract for each employee unless a next PDS cycle comes.
- Poor Leadership Team with extreme biasness in the organization.
Why the indian management was so quite about the msp, were they scared about the Bangkok leader or CLO. Haven’t they spoiled career of many skillful resources?
@1lfz If Indian (specifically, Hindu) managers bring their ideas of caste and other cultural baggage into EM, and then based on those ideas actively discriminate against other EM employees, then it becomes an EM problem.
Leave the cultural baggage and discriminatory ideas at the door when you come to work, or go work somewhere else. I come to work for a paycheck, not for your caste BS.
Although there are many issue with the LT but please don’t blame your country’s problemS on EM. Caste is social issue that your country need to solve not EM.
How about the indian management ? Aren’t they equally responsible?
Interesting and insightful! So I guess now "Learn and Grow with your CLO" will be changed to "Learn and Grow with your MSPs"? Are you kidding me?
The learning and training needs in today's dynamic environment is far more and greater to remain competitive and some greedy mgmt. dogs are even pushing that away from the company and to MSPs just to fill their pockets with more bonuses, RSUs, and $$$.
Time to abandon this sh---y sinking ship!
OP, what is LDS?
Although KLTC is filled with Malaysian from different races, I&D seems to be well over there.
I guess it’s more towards the culture of a country than EM’s culture.
The Raj knows what they doing, y'all.
Always knows.
What’s funny is in the beginning the Btc leadership was “selling” that the attrition rate would be less than 5%, we now know the actual attrition rates are 15% and over in many BTC groups including MSPs…
No wonder CareercConnect, The Hub, and the employee training experience has gone downhill. If people are leaving in LDS and CLO who will provide the service. Lol. What happened to "Learn and Grow with CLO"? I guess no CLO and LDS equates to no learning nor growing.
Being a former LDS/CLO member if can resonate with this post. It is definitely the HR VP, the CLO managment, and the LDS leadership in Bangkok are all to blame. Their true personality and colors can now be seen by throwing their team under the bus to protect their high $$$ jobs without showing any CARE for their own people. And the attitude of all these leaders is like they dont care, people can leave if they like and we will hire more. If this is the attitude then you, CLO and LDS mgmt. do not ever fake to your people that you truly and genuinely care about your people. No you dont. Can blame people for fleeing this toxic managers.
@OP It probably has something to do with Indian management. Many Indian managers don’t seem to think that active discrimination against people of different religions/castes/races is a big deal (it is). It’s become a real problem in the industry, including in the U.S.
Attrition in India is already super high. Employees regularly hop for 30% increase. Definitely support calling a spade a spade, but MSP strategy and culture of job hopping set normal attrition around 40% per year….good luck to all the senior LT members in 3-5 years when HW3 and other efforts lead to huge gap in knowledge due to attrition and layoffs