I joined Strada in 2025, and unfortunately, my overall experience was below expectations.
A major concern was inconsistency in management decisions. My request for early release due to a genuine personal reason was declined, while a similar request from another employee was approved. This raised concerns about fairness and transparency in decision-making.
There was also a clear lack of structured processes. Training for new joiners was inadequate—there was no defined training plan, and in some cases, employees were moved to production within just a few days without proper preparation or client introduction, yet were expected to handle responsibilities independently.
During my notice period, there was no proper transition planning or work allocation. I was not assigned meaningful tasks and spent most of the time without productive work, which reflects poor resource management.
Overtime (OT) compensation lacked transparency. The calculation process was unclear, and the payment did not seem to align with the actual extra hours worked, with no proper explanation or breakdown provided.
Workplace communication was another challenge. Despite being a global organization, a significant amount of communication on the office floor was conducted in Malayalam. This created a barrier for non-Malayalam-speaking employees and impacted inclusivity. When this concern was raised during the exit process, it was not meaningfully addressed.
Overall, the environment lacked professionalism, structured management practices, and inclusivity. Compared to standard industry practices, this experience felt below par.
Advice to Management:
Ensure transparency and consistency in employee-related decisions
Implement structured onboarding and training programs
Improve work allocation and transition planning, especially during notice periods
Bring clarity and fairness to overtime policies
Promote inclusive communication in a diverse workplace
