As a technology service provider company, their main focus is TO SELL as much as they can. Since made the IPO in the NASDAQ the only and foremost objective was to SELL by all means. This is not bad per se, still if this is the only driver when making decisions you may dive into problems; meaning the people with their concerns and career are placed in 2nd on the priority list.
The employees wellness is not only achieved, in the first place, by the amount of after offices or table tennis championships but how much you care about the development of the people that actually help you make money. Two staring points would be: salary and professional/personal development.
The "relaxed" style might well turn out to be a two-edged sword as the commitment of the developers to a project relies on the manager involvement or self awareness. Never the less the due dates promised to client are hard dates, meaning that someone needs to do what someone else didn't.
The awful truth about this is that most of the times, the same person that fill this gap has plenty of other responsibilities: lead teams, interviews, staffing, mentoring, estimations, etc. Leading to overburdening them.
Not always the commitment with the company/project its a two way street. Even you make your best and push your limits (which no one will force but neither they will prohibit) that does not ensure you the company will help addressing your career or salary concerns. Forcing you to walk down into a path showing that those who are committed might get what they want as well as those that those that don't care much. Straight path to mediocrity. At the end, both are billed to the client as well.
Salary in the first place is way behind the current market offer. Hyperinflation does not help at all as most of the salary raises don't even scratch the surface of it. Even they might tell you performance reviews are annual, those are effective almost at mid year, that's to say: the paper work is done yearly still if you've got a raise, you might get in april/may.
Either to get someone to look into your salary concerns and do something about them (as well as career concerns) they will tend to wear you out until you get the chance to get it. The alternative its to threaten to quit to get attention and try to get what you want. Which truly is not professional at all and unethical. Still at the end, its a win-loose business model for them, as in the time being while they turn a blind eye they keep billing and making money from you.
Usually managers are not billed to a client, one manager needs to veil for multiples projects and/or teams, making hard to keep up and perform a descent job. Not to mention the huge management rotation the company has.
