BIS Research "Senior Management" Reviews

Likes

Nothing Poor and oblivious management

Dislikes

Swati sood is simply the worst person there ever is to exist on the planet, but the management praises her because she gets work done no matter how (does Matter if she make yo work for over 18 hr a day)

Work Details

Work policy: 3 days/week from office

Work days: Monday to Friday (Strict Timings) 

Work related travel: This is a desk job.

Likes

A genuine answer nothing to hide that BIS overall was a good company but from last year to the present times the company policy against employees was really harsh. Starting from the top level to mid-level everywhere politics, misuse of power, 0% job security, apprisal getting terrible day by day, incentives blocked, even sometimes feel the salary will also stop anytime. In summary, the company heading toward "Byjus" like situations. It's really getting hard for me day by day and I want to leave the organization. If you are one who wants to join please make a wise decision....Read More

Dislikes

Starting from growth to learning everywhere there is a lack and management is doing nothing to solve the issues. Want some heroes in BIS to change the game of the organization but sadly due to politics, and misuse of powers there has been nothing.

Work Details

Work policy: 2 days/week from office

Work timings: Strict Timings 

Work related travel: This job involves Travel Within Country.

Likes

Board of directors are a bunch of fools , with fake experience . Keep on changing policy , eaten job of many people . Sitting to spoil career of people . Worst management , one colleague very experienced in aerospace was asked to go without any notice . Don’t join this company if you are a fresher . I was hired at the same salary and cheated by giving WFH. Managers in A&D Nilopal, Amy & Rajat are nice people enjoy working . SAVE yourself from loss don’t join....Read More

Dislikes

No job security , frequently changing policy and worst HR department , they make fake promises of work from home and hire to spoil career of people . COO pretending to be solving problem on call is like a funny joker . Can do only harm no good. HR is a pet of COO and are on a combined mission to do bad . Not listening on call and discuss problem of employees , very rude and arrogant behaviour ....Read More

Work Details

Work days: Monday to Friday (Strict Timings) 

Work related travel: This is a desk job.

Likes

Nothing

Dislikes

No company culture. No training. No SOPs in place. Haphazard way of working. No respect from juniors for their project managers. Management does not take appropriate action against misconduct by juniors. No guidance from seniors when required. Left to struggle on our own.

Work Details

Work days: Monday to Friday (Strict Timings) 

Work related travel: This is a desk job.

Likes

Few managers are toxic

Dislikes

Micro management at the peak

Work Details

Work days: Monday to Friday (Strict Timings) 

Work related travel: This is a desk job.

Likes

Pathetic company. One HR named, Parul Narian is only specialized in salary cutting of employees by giving unnecessary reasons to employees. Higher management doesn't know how to run through the company, doesn't support their employees.

Dislikes

Everything

Likes

Few things. 1. They do try and make the environment better with some townhalls, offsites, fun Fridays. But it's not sufficient. 2. Most of the people. 3. I like how the company was earlier. Very nice and motivated people, very energetic atmosphere, less toxicity. You felt like working. There was a sense of purpose...it was like that scene from Titanic where they increase the speed of the ship. 21 knots sir! (Now it's just, employees escaping in lifeboats.) 4. Some projects are good. You learn a lot from them....Read More

Dislikes

Please note that not all people are the same. My respects to those who are working hard at this firm. Here are the dislikes (There can never be a full list. So whatever I mention here, know that there's more) 1. The company is losing its talent pool. Experienced people don't want to work here because of the policies. 2. They hire more freshers and recent graduates. There's no proper hierarchy. An analyst or a Sr. analyst can have up to 7 clueless people lining up to ask what to do next and how to do it (Not their fault). Hiring is not planned. So, by the time the analyst can finally start their work for the day, it's post 5:30PM. They have to stretch. 3. The training sessions don't help a lot. For example, let's take cold calling. They'll train you for the easiest situations where the respondent would start talking and sharing knowledge after a few interrogative questions, but it's all fantasy. In reality, you mostly don't even get past the receptionist. This is a REAL issue. And employees are being forced to do cold calls if scheduled calls don't happen. 4. Silly expectations. a. The company expects a cold call to be a minimum of 15 minutes. Even the CEO of BIS Research doesn't give that amount of time to listen to employee grievances. He will ask you to email him. b. The company thinks ANY project can be done in 32 working days (They have derived this magic number from somewhere). The company earlier used to encourage people to come up and say, "I need 40 days for this project, because it is not possible to do it in 32". But the AVP who did the encouraging has left. Even if the new one is open to such ideas, they're not vocal about it. 5. They are forgetting their ethics. Initially, a primary respondent was given an executive summary of the report for free by the analyst who interviewed them (as a good gesture). This ensured that the document was shared with the respondent at the earliest. Now, they have restricted the analysts from doing that. The respondents don't get the executive summary. The company wants to extract maximum insights in exchange for bare minimum/nothing (I can individually name dozens of such people who did not get their copies of the summaries) 6. Even after repeated attempts by employees to try and get primary calls done (it's hard to get people to respond if they don't get anything in return), there is NO word of encouragement from the manager (Not true for all managers. But definitely true for my ex-manager from the healthcare department) 7. My ex-manager: a. Does not know how to treat employees with dignity. If a new person seems to be slower than a junior who has been in the company for a longer period, my ex-manager would say something like, "Even an intern is faster than you". No words of encouragement for the new person. No solutions provided. My ex-manager cannot comprehend the power of kindness. b. Is very insecure c. Can easily be outpaced by a senior analyst (which is 2 levels lower) at work and decision making d. Is not innovative at all. Can only copy ideas from other/existing templates e. Can't do 1 proper primary call without guidance (That's not a big deal. Everybody has their weaknesses. But, my ex-manager does not have the humility to treat another person with respect when they say that they could only manage 4 primary calls, and the rest of the experts would not respond). f. Is a through and through LIAR, and thinks nobody knows. g. Has made people cry h. Cannot provide solutions. You say, "I have dialed 250 numbers. No one is responding". My ex-manager's solution to that is, "Do more". Is this a call center? 8. Some managers are rigid. If you take 5 days to do a chapter which usually takes 3 days, they will question you and sound foolish at the same time. How can every topic have equal complexity? How can you say that 'Impact of COVID-19', no matter for what topic, should take only 5 hours? Everything is so rigid. Even if they do understand that. Even if they know there's a scope for extended timelines, they will not tell the analyst about it because "what if they slow down as a result of it?". Yeah, ok, so let's keep them under mental stress. 9. No action is being taken by the company to fix the things that are happening at the team level. It's not that they are completely unaware of it. They have clearly asked their current employees to post fake positive reviews on this website such as, "Dislikes - Nothing as of now". Really? You're the one being disliked. 10. Company thinks it is easy to do 10 primaries<mark style="background-color: #fff5e4;">. Not a single person in the management team can maintain an average of 10 throughout the year</mark>. Yet there are policies in place which straightaway deduct a percentage of your incentives if you are not able to maintain an average of 10. 11. The company has some grave misconceptions. a. An employee on bond won't leave. Wrong! b. People/Experts will respond in exchange for Amazon vouchers. Wrong! c. Everybody will do 10 primaries if we give money to that one person who miraculously managed to do it. Wrong! (Don't look at the one person who accidentally did it...look at the 80 others who could not do it, and then find a pattern) 12. Unrealistic targets. The company had more senior people in 2020 than 2022. Targets still keep on increasing. 13. Roles are not defined. Principal Analyst didn't make reports when they were a Lead. However, when promoted from Lead to Principal, the principal is making the new leads write reports, handle everything report-related. How lazy/incompetent can you be? 14. They keep increasing the length of the table of contents. But they haven't increased the number of days allocated for a report. My suggestions to the management. 1. Change! 2. Please have a clear definition of who's who. The company does NOT differentiate between an experienced and an inexperienced person. If a project is done in 32 working days, and two people are working on it, they'll be given 16 working days. Sounds mathematically fair. But is it? What if the second person is an intern, while the first is an analyst? Can 9 women give birth to a baby in 1 month? Some tasks take time no matter how many people are working on it, because of the very nature of the task 3. Let's just establish that you do know that something's wrong and many people are leaving...and that you're trying to create a fun atmosphere. But the methods are wrong. The occasional offsite trip and monthly fun Fridays are not going to cut it (Although very good). Please start with the absolute basic and LISTEN to employees. Managers will always give you positive reports because their incentives depend on it. 4. Before you train employees on how to work, train your managers on basic code of conduct. The number 1 rule of being a manager is to make team members feel supported, heard, motivated, and encouraged. Sadly, that's not happening. If you know about this, what time and date are you waiting for to take action? If you didn't know about this, well, now you know. Please do something about it. Train your managers on how to conduct themselves. Interview them! a. Ask them, what 5 changes would you bring in your team? b. How would you respond if one of your subordinates was not feeling confident about a project? c. Can you do 10 primaries (15 minutes minimum each) in 32 working days, in every report? d. Can you say 5 positive things about each member in your team? If you can, have you EVER said it to the employees themselves to make them feel valued? e. Ask them if they can do everything five times better than a junior employee f. Ask them how many encouraging emails they have written to their team members. Even a simple teams message would do. Example - "Hey, I saw that you included this new analysis in your report. I really liked it. Good job". Something that sounds as if it's genuine, and not templatized. Is it really that hard? Why don't they do it? What are they managing? 5. All of what I have written is true and I have experienced this. This is alarming and you shouldn't be sleeping at night if you really care about the company. 6. To appreciate isn't just giving rewards to people. Why are there no encouraging emails? Why are the managers not supportive? Please ask managers to connect with their team members on an emotional level as well....Read More

Work Details

Work policy: Once a quarter

Work days: Monday to Friday (Flexible Timings) 

Work related travel: This is a desk job.

Likes

Currently nothing. Nothing even in the recent past. However, there was a certain time before and during the first year of the pandemic that there was a really good quality of work being done. Also, the company ensured that no one lost their job during the pandemic by restructuring (read: reducing) salaries for a majority of the employees - resulting in some of them leaving. Difficult to assess if that justifies for the years of under-payment (with respect to the multiple-profile KRAs fulfilled) for those who actually remained....Read More

Dislikes

I've been with this company for a considerable amount of time and apart from the initial inspiring environment (which was due to the kind of people that were there), every single thing has been pathetically disappointing. 1. Promotions are carried out so that the blame game can be directed at someone. Right from the top of the heirarchy to the bottom, every single individual searches for people to blame. Mind you, the blame only comes when a client writes something back. Otherwise, it's self-explanatory how work is carried out here. 2. Researchers have absolutely zero knowledge of a particular subject. The focus here is particularly on the top of the heirarchy. There is a certain principal consultant within the team, whose only response to complicated questions is "the data has been constructed with high confidence interval of 95%", whereas there's not even 5% accuracy to the information being provided. 3. Internal management is probably the worst across the industry. I'm yet to come across anything worse, however, from what I gather, it's the worst, and going downhill still. You would wonder if there was a threshold here. But there are new thresholds being established on a daily basis. 4. Recycling is good for the environment. Amazing too. Not for research. And this has been the practice since almost forever. Only in about 2019-2020, there were some really awesome projects, new topics, new research opportunities, etc. Of course before that everything was new since it was the first time. But this phase was truly amazing with the kind of titles being published. However, since then, it's only been recycling. The same projects are either being extrapolated for a year or two under the forecast periods, or volumes are being added (which have zero basis when you are already starting from a value perspective), or 'emerging' sections are being added. 5. The management changes every year with the promotions-everybody gets it no matter how incapable you may be. You would think that the roles might be changing as well-but that's where you're wrong. Let's say you're being promoted from the absolute junior level up to a senior analyst, your KRAs just add-on. They don't decrease. Here again, if you have people associated with you, the blame game trumps everything. 6. The appraisals are great. So great that they are invariably going to come with a bond. Since a bond is illegal in India, it's termed as a 'service agreement' in return for training. What training?! A few of the trainers will literally call out during the training that "Weren't you there during the last session? It will be the same thing. You may leave." So people are supposed to get everything at once, because even if you're taking the same training, the same trainees cannot attend. Coming back to the appraisal-so yes, the strategy is weird from the HRs. During appraisals, they will evaluate you across a bell curve, that evaluates every single employee at the same level. Of course 68% of the employees would be in the same place, statistically, but the appraisals are not statistically correct. You can't have every single person from different profiles placed in the same bracket. A 30% appraisal for an associate would be about 1.2L while the same for a principal analyst would be 3.6L. If only they understood the math. 7. There is nothing called goodwill here. The moment you resign, you're a traitor. And God forbid if you were a good one. They will drain every single iota of breath from you during the 2-3 month notice period. You will see yourself completing 3-4 reports in that period, irrespective of the quality you provide. 8. Production is paramount. Not a single thing else. You cannot take leaves, because if you do 'Production hil jayega'. That's the exact statement one certain principal states. Even when you're on your leaves, they'll call you up, because there's a certain client query that cannot be handled by the upper team management as well. 9. Quality, or the lack thereof is a matter of significant concern. There was quality up to a certain point of time (read: 2019-2020). Since then, it's downhill again without a threshold. Recycling the same analysis, the same everything with just a few tweaks by dragging the market numbers upto a year or two. Yes, dragging. Quite literally. 10<mark style="background-color: #fff5e4;">. The upper management, while busy establishing sales offices in US, now London, are throwing out dreams of researchers going there for onsite projects</mark>. First of all, onsite projects are only there for client's internal business requirements, where you devise strategies for them. Onsite for market research is a farce, and it will continue to be so. 11. It is unfortunate that the upper management is unable to see what is going on in the company, or if they are turning a blind eye intentionally, because it's easier the other way round. There are certain people who are rotting the whole thing from within, and if it isn't visible yet, it probably never will. These people have been responsible for driving out some of the best employees the company has ever had. 12. They also have the habit of messing up the tax calculation for a large number of people who left the company during the respective financial year. It is probably the last way for them to get back at you for leaving the company by removing some of your tax declarations, thereby making you liable for a heavy tax due. This too is apart from the money they take from you under the guise of terminating a service agreement. 13. Some of the current employees (or probably most from a particular vertical) have consistently been reaching out to employees who have left the organization, because they cannot trust the current people in charge. This kind of sums up the situation right now. One more thing. When the company asks its senior employees to post fake reviews, that too by people who don't know how to use the platform and write "Likes everything as of now" and "Dislikes nothing as of now", it is clearly visible where this is going. Two good (fake) ratings won't balance the amount of outpour ex-employees have posted. There's a lot more to write, but if this is not constructively taken, there's really no point in writing more. Leaving it here, for the company to ponder upon, and try to fix things if they can....Read More

Work Details

Work days: Monday to Friday (Flexible Timings) 

Work related travel: This is a desk job.

Likes

Unlike several market research firms that are in losses, BIS Research has recorded 30% yoy growth. Great place to learn and hone your skills. If you have it in you, backend job would become front end in less than 6 months. Leadership allows you to take risk and put forward your thoughts....Read More

Dislikes

Lack of communication between Top Leadership and junior employees

Work Details

Work policy: 2 days/week from office

Work days: Monday to Friday (Flexible Timings) 

Work related travel: This job involves International Travel.

Likes

BIS has amazing work environment, the leadership team is very supportive.

Dislikes

Everything is good as of now

Work Details

Work days: Monday to Friday (Flexible Timings) 

Work related travel: This is a desk job.

Likes

The compensation are way too poor which kills the motivation on employees. Management does has a scope of improvement and the learning curve is average too.

Dislikes

Work Details

Work days: Monday to Friday (Flexible Timings) 

Work related travel: This is a desk job.