Top three reasons for joining Score Relative Industry Ranks Industry Average Good benefits 38.7 8 37.5 Good work environment 35.5 10 44.9 Job content 35.5 9 36.2 Top three reasons for leaving Score Relative Industry Ranks Industry Average For higher education 35.5 10 42 Insufficient leave/holidays 32.3 5 23.2 No growth opportunity/ lack of promotion 29 11 33 Top three reasons for stress Score Relative Industry Ranks Industry Average Irate customers 41.9 2 29.7 Pressure to perform on metrics 35.5 2 26.7 Work timing 29 11 38.4 Top three illnesses Score Relative Industry Ranks Industry Average Digestive system related disorder 48.4 2 34.1 Sleeping disorders 38.7 8 39.5 Eye sight problem 25.8 2 18.8

Strongly Agree Rank This company lives up to the promises,it made in its advertisement 9.7 15 I would definitely recommend this company to a close friend of mine 90.4 3 I get a sense of great professional and personal accomplishment from the work I do here 93.5 2 The culture of the company is such that it creates a very positive work environment 90.3 1

Very high employee satisfaction on almost all parameters

A sense of being lost in the crowd also however, and of being driven too hard

As one the oldest multinationals to set up a back office and call center in the country well over five years ago, this one is a pioneer. And befitting a pioneer, it seems to have got most things right by now. That is not the surprise. The surprise is that it has managed to do that despite its huge size – at over 13,000 people it’s almost as large as Infosys and larger than Wipro Technologies. And despite the fact that it has ramped up so quickly over the last few years.

In fact, when Pramod Bhasin, CEO was asked recently at a Nasscom summit what, with the benefit of hindsight, would he do differently if he were setting up GE Cap all over again, he said, “I’d probably grow more slowly.” Bhasin needn’t really worry so much. Employees put the company on the top on almost every satisfaction parameter with the greatest scores on training, followed by company culture, people, appraisal system, job content and salary. The last is a bit of a surprise as like many organizations of its size, GE is neither a great paymaster nor very liberal with its salary hikes. The company also came among the top 3 in 50 of the 61 questions asked. By and large the upside was a sense of employee empowerment and the feeling that internal processes worked to their advantage.

The problems really come not from the ramping up but an inherent GE trait—the company is notorious as a hard taskmaster and there has always been a feeling that it is a little too performance metrics driven. There was therefore a certain sense of being alienated even though empowered. Irate customers (interesting for a captive unit) and the pressure to perform on metrics turned out to be key causes of stress. And insufficient holidays, no growth opportunities and uneasy relationship with peers and managers turned out to be surprisingly strong reasons for leaving when compared with the industry average.

Largely as a result of that the company did not do very well on preferred employer rankings with only 33% of its own employees voting for it (ranked 8th). Source of concern– 11% of its employees voted for Convergys and about 3% each for Daksh and Amex as their dream companies.