GLG reviews

The management style in this company sent me to therapy. The culture is so toxic where people get promoted based on their relationship with their superiors, if you know what I mean. On top of that, expectations were often completely disconnected from reality. Targets were regularly moved or adjusted without any consideration of actual workload or headcount, which made it impossible to succeed even when you were performing well. There was a constant sense that no matter how much you delivered, it would never be “enough.” There’s also very little room for growth. Development conversations are superficial at best, and actual progression seems reserved for a small inner circle rather than being based on merit or consistent performance. Feedback, when given, felt subjective and often changed depending on who you were speaking to, which made it hard to understand where you really stood. Micromanagement was another major issue. Instead of trust and autonomy, there was a heavy focus on control, constant check-ins, and second-guessing decisions that didn’t need to be escalated. It created a fear-based environment where people were more focused on avoiding blame than doing good work. They even withheld my bonus after I left, just because.

The leadership in Gurugram is dominated by a group of megalomaniacs who chase after fancy titles and astronomical salaries. There are two or three individuals right at the top who run this like a personal enterprise. These insecure individuals have devastated the office over the past two to two and a half years since the new leader took charge. Numerous reviews highlight these issues, but it seems futile now. The global leadership either has a different agenda or is wilfully blind to these problems, or perhaps they are incredibly naive, believing every word from these senior leaders. The situation in that office is beyond belief especially since the office opened up in mid 2022. This organisation uniquely celebrates incompetence and poor performance while driving out well-meaning high performers who refuse to toe the line. This is the first sign of an office heading towards ruin. The work itself isn't particularly complex, meaning that average performers willing to conform can make the metrics look good. However, if that's the case, there's no need for long interview processes to hire talented individuals. The work is simple enough that individual contributors could excel with some training and mentoring from other offices. Yet, local office leaders feel compelled to justify their fancy titles by seeking more control. Almost every single employee, and I don't say this lightly, is looking for a way out. Unfortunately, GLG is a terrible place for job hunting; only those who are very lucky and in the right place at the right time manage to escape. It's a catch-22 situation: because people can't leave, the office mistakenly believes they love staying with the company.