An acquaintance who recently moved from a small but innovative software development firm over to Infosys tells the story of how the organization runs. He starts the discussion by talking about the plush green and well maintained campus of Infosys.
Something even I have talked about before.
Then he moves to the overall process and some of the facts that emerge during the discussions are chilling to their core. Here are some highlights of the discussion to give you a quick idea of the process that powers Infosys.
Nine hour workdays
Infosys demands that every employee spend at-least nine hours a day in the company campus. The electronic cards record your in time and out time every time you swipe them. This person forgets swiping out his card on a day and gets an email from his project manager letting him know that this behavior is unacceptable and that he needs to pay special attention to these details moving forward.
Talk about working less.
Ties Two Day A Week
Infosys demands that all their employees wear ties in the office complex two days a week. They take this rule rather seriously. So much so that the security guards at the main gate have been instructed not to let anyone in without a tie on the specified days.
Talk about wearing what makes you comfortable.
Compulsory Internal Exams
Infosys demands that employees clear at-least two internal functional exams with a minimum of sixty percent marks. Your failing to do that prevents you from getting a promotion after three years. Promotions cannot be obtained just by giving kickass performance at your project.
Passing the exams is critical. If you do not study for these exams like young college going students and do not clear them your chances of climbing to the next level after three years of service are slim.
These exams are not Microsoft or Oracle vendor certifications and are internal Infosys exams which have no meaning outside of Infosys.
Monitoring Your CPU utilization
Infosys is working on a new system which will monitor CPU utilization of every developer to see how actively they are using their machines. Something that they believe will be a better indicator of if the developers are really working. Just spending time in the office premises apparently, is not enough. They need you to be slamming those keys at the keyboard and utilizing that CPU firing builds.
Internet Access Depends on Your Level
Internet access depends on your job designation and level. Level 300 and below for example are not given internet access around the clock. They just get internet for a couple of hours a day. Senior levels still have personal email sites like gmail blocked. If you are an engineer who is working at or under level 300 and are heavily dependent on Google for your work, you are basically screwed.
Selection Criteria And Client Interviews
Infosys still spends heavy amount of importance on school and college marks even while recruiting candidates with over five years of work experience. They also conduct regular client interviews where their engineers are expected to answer questions that their overseas clients ask them over telephonic interviews.
A huge number of Infosys engineers (in the case of this acquaintance this number was eight out of every ten) fail these interviews miserably because there is a huge disconnect between how much they scored in college versus what their clients expect them to know.
Not to mention of course that over the course of time these candidates figure out means to clear these interviews by collecting questions from folks who were interviewed before them and maintaining their own question banks.
Even though this was not directly mentioned by the acquaintance after this discussion I set out to find the truth about the level of employee satisfaction and apparently stumbled upon countless examples of the employees venting out their frustrations and anger openly in the comments section of wall street journal blog and the Times of India blog.
All of these articles and the passion with which the comments were posted seemed to suggest that Infosys was not keeping the best of their employees happy either.
Automatons And The Programmers Bill Of Rights
Of course the point of this post is not to thrash Infosys per say. It is by far one of the best consulting body shops India has to offer. Having said that, the state of affair of most software consulting shops in India and around the world is tragic.
Maybe it becomes so hard to find programmers who cannot program because most huge organizations around the world aren't looking for programmers. They are looking for and breeding automatons who punch their time cards, wear ties to office thrice every week, clear three exams every year, learn up answers for client interviews and score high in their high school and college.
If you are a young and budding entrepreneur, Infosys and the similar breed of companies provide a perfect template of practices which you should put down in your "not to do" list.
As you grow your organization, do you also give in to the temptation of hiring and herding flock of sheep who obey your rules or do you have the courage for remaining small in spirit even when your organizational size grows slowly and steadily? If you are reading this and run an organization, remember this, you cannot "Out-Infosys" at being Infosys, setting rules and hiring automatons. If that is all you do chances are that an Infosys somewhere will outbid your business.
What you can do is be small, cater to a niche and hire smart human beings who have talent, individuality, their own opinions and the spine to say no when asked to wear a tie five days a week. Hire the best that you can get. Hire like the life of your organization depends on it. Once you have done that, try sticking to and honoring the programmers bill of rights instead.
I wish you good luck.