SNic Solutions Reviews

Thank you for your detailed review. Here is my detailed response: You have stated correctly that we are a software company today primarily instead of just being a services company like we used to be in earlier. I believe every business has the right to evolve and so have we. Amazon for example has closed many of the retail shops worldwide and those who were running those shops for no fault had to over night rethink their buisiness. In our consulting business we also have had a similar situation and have moved more in the direction of selling and implementing software rather than just doing management consulting. Covid19 only added to the challenge with we having to take some tough decisions. Non performing employees were let go and capable employees were given alternate positions or alternative models to work with SNic. 1. I agree we have been poor on penning down every thing on paper especially HR Systems because we have believed that people are our assets and as a small company (or in your words a Lala company) can offer flexibility to the employee when needed rather than penning every scenario down. We are proud of being a small business and contributing to the community and do realize that our contribution is only a drop in the ocean. You are right that unlike a large MNC where a HR would have some financial powers, at SNic financial powers has been with the owners. Hence time and again approvals have to be seeked. We have put better systems now to handle this back and forth but until we are 200+ employees, it makes business sense to keep financial oversight and governance as owners for we are a debt free company and boot strapped business running a tight ship. 2. Reimbursements have only been put on hold when bills and expenses have not been submitted correctly or in time. I believe any company small or big has similar processes in place. Rest of the statements are inaccurate. I agree with you that we specifically have had a long term problem in motion and time study projects where projects were unplanned primarily because of our customers. We have seen this as a long standing challenge in such projects and hence are offering software to our customers for them to use local resources and execute the projects given that we have little control on our customers. Our managers should have had done a better job at convincing our customers to have break in long term engagements but this is something where I have personally taken internal responsibility and the issue has been addressed. 3. In 2015 or 2016 for a short period we had asked AC usage register maintenance in our old office as the bills had shot up way above the normal. It was clearly a case of carelessness. We had no choice but to enforce as there was little accountability from employees in office given that most employees including the CEO of the company was travelling and growing the business. The registers were removed after normalcy was restored in the billing and especially after cameras were installed in the office. As an owner I believe we have every right to save costs for the company especially when there is wastge. 4. We believe in Candor with our employees. Starting the company at 22 right our of college without any experience and running the company for 14 years debt free and bootstrapped calls for some tough decisions and yes we dont expect everyone to like it and this has backfired to us in some terminated employees writing strong and false reviews in the past. Our intent in the past to show all our existing employees the negative reviews and do something about it was that, glassdoor only had these poor reviews showcased and there were no other reviews. Since glassdoor was becoming a choice for candidates to go and read about a company and make an opinion we requested our employees to give a review. You are correct that old reviews are still there and there is nothing we can do about it as a company other than write a response and put our side of the story. 5. We have defined a leave policy and our leave policy is compliant with the laws of the country. I believe the statements made here in this point are false. We have had employees who have encashed leaves at the end of the year as well as we have had employees who for special events like marriage etc have taken 1 - 2 months leaves. Obviouly if they have leaves available from previous years, they can utilize, but those who have not had, have gone on Loss of Pay. I believe Loss of Pay is a standard practice in companies where you take leaves more than the expected work hours by law. We do have loss of pay policy during probation. The reason for LOP during probation is only because the first 6 months, many of our other employees are investing time in bringing a new employee up to speed and the cost of doing business just increases if we are to have new joinees going immediately on leaves. We are however working towards better systems on this subject as the external environment is changing rapidly. 6. We have grown up as kids learning to save electricity, water and paper. Management can only know of such events of irresponsible behaviour from employees. Our employees only had raised complaints about wastage from other employees and requesting us as owners to do something about it. I think such a point is not worthy of a response as your own writing speaks volumes for any reader to read through. In summary, We are proud as a small business to whatever little we have been able to do in contributing to job creation and in no way are the master of people, processes and culture. We agree that the number may not be large but we do have employees with the right competencies grown to leadership positions within SNic accelerating their career growth in terms of experience, exposure, pay and growth. We have also showed candor in identifying limitations in competencies for new and long standing employees. Employees who have not been able to improve their competencies have either chosen to leave us or stick on with us limited capabilities. We are thankful again for your review and wish you the best. Nikhil Joshi CEO