IDFC FIRST Bank Quality Executive salaries in India (Updated 2025)

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Salary 1. *Fair compensation*: Ensure salary reflects industry standards and job responsibilities. 2. *Performance-based*: Salary increments often tied to performance evaluations. 3. *Negotiation*: Research and prepare to negotiate salary during hiring or reviews. Promotion 1. *Career growth*: Promotions offer opportunities for advancement and increased responsibility. 2. *Performance evaluation*: Promotions often based on performance, skills, and contributions. 3. *Clear criteria*: Establish clear expectations and criteria for promotions.

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Working Style

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Incentives

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...able and not do anything to any work just site and how to highlight upper level. Don’t why company give her salary so much illegal work she doing I request to HR and other team please check my branch people are just sitting nothing else no one care about what’s going on with management and customer

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Salary was good, work environment was good.

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Management changes every 6 months and hence people cant get promotions. No one gets ratings above average. The manager stopped employees to go on time by giving extra work and expecting unrealistic outcomes. We used to work after office hour in the office till 8pm and yet we were not appreciated for this.

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Salary structure is good depend on the role.

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There is no fixed working hours. Partiality between employees by manager. Recession without any reason. No one listen employee concern. Overall Working culture is terrible.

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Salary and perks

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I worked in Refund team which is fall under RAS, where management is not good. All the appreciation is goes to girls and their closed ones it doesn't matter whether they only sit and scroll the social media whole day. I worked there only for 5 months, decided to leave organisation after completing my 2 months only because management treatment was very bad to me. RAS is good for girl employee only as management has soft corner for them, further understand what I am trying to tell here.