I worked at L&T Technology Services some time back, and my experience with compensation and growth was extremely disappointing.
Despite putting in significant effort to deliver projects on time, the company consistently avoided giving fair salary hikes. The usual response during appraisal discussions was that I needed to “perform even better in the current project,” conveniently ignoring the work and time already invested. Past contributions were rarely acknowledged when it came to compensation decisions.
When hikes were given, they were negligible—to the point of being almost insulting. In my case, the increment was around ₹500 per month, which does not reflect the effort or value contributed.
Another concern is the disconnect between campus placement messaging and reality. None of these limitations around growth or compensation are clearly communicated during recruitment. If candidates were made aware upfront, many would reconsider joining.
There’s also a recurring narrative from management that employees should focus on “learning opportunities” rather than compensation in the early years. While learning is important, it should not be used as a justification to underpay employees. Employees invest their time, energy, and skills—contributing directly to company profits—so fair compensation is not a favor, it’s a basic expectation.
The idea that the company is “doing a favor” by providing an opportunity feels misleading. Employment is a mutual exchange of value, not charity. If companies expect commitment and performance, they should reciprocate with fair pay and transparent growth.
Overall, the experience felt less like a professional growth environment and more like underutilization of employee potential without appropriate recognition.
