6y
Hi,
Thanks for the detailed review. We are pleased to have known around the positive experience from your end, however, regret to come across the dissatisfaction:
1. No employee insurance facility even after requesting.
Most of the people associated with us are already insured, however, the employee Insurance facility is in progress and shall be effective soon.
No employee rewards, recognition.
Perennial, being a people centric entity has always endeavoured to reward and recognize its employees through multiple and diverse channels, by way of perks, engagements and recognition. Few to Mention: Coderetreat, Hackathons, Monthly Employee Recognitions and many more. This issue coming from a team member who has been associated for 3+ years is surprising and disappointing.
No monthly/quarterly performance reviews though it is in policy.
The purpose behind formulating a quarterly review policy is to enable transparency within the process so as to have a 2 way discussion between associates and their leads. The same is driven via the respective team leads. The quarterly performance review is a two way discussion the agenda of which is not just to give feedback but to have an understanding around the person's career aspirations, strengths and weaknesses.
Very less on-site (outside India) opportunities if you are working as developer.
With Projects from across US, UK and Singapore region, Perennial has always catered to the aspirations of its team members and whenever possible, has opened avenues for on site opportunities not just for one profile, but across multiple profiles. We have had people going on site from DevOps, Development, Testing, Sales, Business Analysts and Project Management. The criteria behind selecting a team member for onsite is not the years of experience but the "Actual Skills and Competencies" from a holistic perspective.
Retention amount is kind on security deposit, monthly 8.33% get deducted from your salary and you get it after each year completion.
The purpose of Retention is to enable stability among its developers. The retention bonus is paid out on an annual basis which is not much of a duration for employment purpose. This amount has not just helped team members in their hard times but has also facilitated towards savings. Comparing the same with security deposit is grossly misleading the entire context.
No canteen or lunch facility.
We are surprised to come across this grievance after having known of the availability of a vast cafeteria space along with outsourced canteen from the same building.
Quality and quantity of evening snacks is questionable.
The HR and Facility Team has been proactively involved in ensuring the quality and quantity of snacks served.
No cab transport or reimbursement facility for female employees if they are working late night
Perennial takes security very seriously not just for female employees but also male employees and these are the cases where Management is personally involved in ensuring travel arrangements with real time tracking of the route for any team member travelling back late.
Also, can you pls help us highlight with cases where a male or female employee, if working late at night, has not been reimbursed for expenses incurred?
Doubts:
SINGAPORE is business/sales office. Not sure who are full time employees there.
We are surprised to hear this from a Tech Lead having worked for 3+ years. We have very explicitly mentioned India as our Development Centre with Offices abroad and our own team has been working directly with the team members based in Singapore. Employee Information cannot be shared on public domain, pls get in touch with us directly to know the details around the permanent employees at Singapore Office.
I never heard about or saw single picture of our USA headquarters. Same for AUSTRALIA and KUWAIT.
We have very explicitly mentioned India as our Development Centre with Offices abroad.
Advice to Management
Need to improve and make transparent employee policies regarding leave, freshers with 2 years bond period, retention, probation period, notice period.
Need to improve on monthly leave balance and accounting process.
Since inception in 2006, Perennial has a legally compliant transparent and comprehensive HR Policy, highlighting around every state of affair concerning the employment. The same is shared with all employees during Induction, on the first day of their joining. Often, failure to go through the same results in a feeling of lack of transparency.
We highly appreciate your detailed review and would want to discuss the same to clear misconceptions, if any.
Request you to write a detailed email to hr@perennialsys.com highlighting around specific case examples with respect to your grievances.
Regards
Team Perennial
