Fractal Diversity and Inclusion FAQ

Pros

- If you are lucky to find a good team and challenging project, there is massive opportunity for learning and improving your skills - Some people are extremely helpful and genuinely care for their team mates. They will go out of their way to make sure juniors or peers have someone to talk to and guide or help in their day to day work - Flexibility if you land up in a right team. You can decide your work timings and schedule as long as you don’t affect the deliverable schedule - Fair compensation

Cons

- Most of the work done is related to reporting with very little learning. Once you are mapped to a long term project, it will be almost impossible to move out to other projects where you will learn more. This has led to many feeling stuck in their roles or without growth opportunities - Many folks who have grown to leadership positions, have no real problem solving skills. They will mostly force fit any existing solution or copy paste slides even if they make no sense whatsoever - Most of the leadership doesn’t care about the growth of their team. It is a helpless situation for folks who have ambitions to grow and most of the times they are left with no option but to look outside for opportunities - Having worked at both big companies and start ups, I am extremely confused about the so called Fractal culture. While they are by no means a big firm, they act like one and claim to have a ‘people friendly culture’ which is not true - Most of the leadership is completely blinded by power and money. They literally act like they own you and your entire life. They will schedule random calls/ work on Weekend nights without even having the courtesy to check or request for availability and expect 100% compliance to every demand they make however unreasonable - The leadership in general doesn’t have a good understanding of people management. There is a lack of sensitivity to the fact that you work with people and not robots who can keep working for 18 hours at a stretch. In case you voice your concerns they will either justify their actions (client first) or making veiled threats - There is a lack of diversity in the company and many are even oblivious to the fact that certain actions make your team mates feel unsafe or amount to micro aggressions at work. For a global company, this is totally unacceptable and needs to be first acknowledged and then addressed- both of which will never happen under the HR team who believe there is never a problem - All of the above points and the high headed behavior by many in the leadership has led to massive attrition especially within long term Fractalities. The company has not even attempted to retain many of these folks, which is surprising given the people centric claim they make

Advice to Management

-Having multiple town halls and making claims about being people centric mean nothing if you are not able to match your actions with your words. You know the condescending way in which some of the leaders answer questions in the townhall by making statements like - this problem does not exist, I am bored of answering this etc. Either accept you are not a people centric company or do better to place employees and their interests first - If you genuinely want to make a change stop this passive people leadership and work towards making an actual transformation in the way things are operating currently - Get a new HR team who can handle sensitive issues and do some actual work to help people - Leadership teams siting in high castles need to get in touch with the ground realities of the issues their teams are facing. You have no excuse to not enable this given the amount of frustration and burn out many are silently going through