A Pune-based engineer explained why he quit his job at Infosys without getting another offer. In a post on LinkedIn, Bhupendra Vishwakarma listed six reasons that forced him to resign despite being the sole breadwinner of his family.

Bhupendra didn’t hold back when he pointed out systemic flaws within the tech company founded by Narayana Murthy, highlighting the challenges that many employees may suffer in silence.

“During my time at Infosys, I faced a number of systemic issues that ultimately forced me to take the difficult decision to leave without an offer. I want to be open about these challenges because this is a corporate job. indicate major problems in places,” Bhupinder said in his post.

Here’s what made him go away:

1. No Financial Development: The promotion from Systems Engineer to Senior Systems Engineer came without pay. Despite three years of hard work and consistent performance, Bhupendra did not receive any financial reward.

“For three years, I worked hard, lived up to expectations, and contributed to the team, yet saw no financial recognition for my efforts,” said Bhupendra.

2. Unfair distribution of workload: When his team shrank from 50 to 30 members, the additional workload was shifted to the remaining employees. No new jobs, and no help – just pressured without compensation or acknowledgement.

“Instead of hiring replacements or providing support, management took the easy way out – overburdening the existing team without compensation or even recognition,” he said in his post.

3. Stagnant Career Prospects: Assigned to a loss-making account (something even his manager acknowledged), Bhupinder saw no room for advancement. Limited salary increases and bleak career progression felt like living as a professional deadweight.

“The account I was assigned to was a loss-making one, as my manager admitted. This directly affects salary increases and career advancement opportunities. Being in such an account is professional. It feels like stagnation, there’s no light at the end of the tunnel.”

4. Toxic client environment: Unrealistic client expectations for immediate response created a high-pressure environment. Constant escalation over minor issues led to a toxic work culture that eroded employee well-being.

“The pressure was reduced, which created tension at every level of the hierarchy. It felt like a constant state of firefighting, with no room for personal well-being,” Bhupinder said.

5. Lack of Identity: Despite earning praise from peers and superiors, none of this translated into promotions, pay raises, or career advancement. Bhupendra felt that his hard work was being taken advantage of instead of being rewarded.
6. On-site opportunities and regional bias: Bhupinder claimed that onsite roles were not based on merit but favored employees who spoke certain languages, which outsold Hindi-speaking employees like him.

“On-site opportunities were never based on merit but on linguistic preference. Telugu, Tamil and Malayalam speaking employees were often preferred for such roles, while Hindi speaking employees like me, regardless of our performance. was being ignored. This blatant bias was both unfair and frustrating,” Bhupendra said.

Bhupinder did not mince words when addressing these issues: “These issues are not unique to me – they reflect the experiences of countless employees who feel voiceless in the face of such systemic failures. Self-Esteem and Mental Health for Organization Neglect.”

“It is high time that corporate managers stopped playing up the facts on the ground and started addressing these issues. Employees are not resources to be exploited; they are human beings with desires and limitations. If such If toxic practices are not stopped, organizations risk not only losing their talent but also their reputation,” he concluded his post.

Take a look at his post here:

Bhupendra’s now-viral post has sparked a debate about corporate work and culture online as many users flooded the comments section to share their views.

A user clarified the company’s promotion policy, saying, “Just a little correction: System Engineer to Senior System Engineer is a promotion, not a promotion. Anyone who joins as a System Engineer becomes a Senior System Engineer after one year.” will become.”

Reacting to the comment, Bhupinder asked, “Then what are the criteria to become a technology analyst?”

“Even after becoming a senior systems engineer, you stay on the same package. Everyone’s stuck there. Better switch, guys,” the user said.

One user said, “I totally agree with you. They will promote you from systems engineer to senior systems engineer, then associate consultant, with a 7% raise, no salary increase. Talking about salary is the right person for and HR is saying ask your manager about salary.”

However, not everyone agreed. One user questioned Bhupinder’s point about clients, “I agree with most parts except the client demand. I’m not sure if you’re in a client-facing role. Most clients are reasonable at this point.” There are times when you share a common vision, and often accept change and need a proper project manager who stands with the team, not against it.”

“None of this will force you to resign. Understand that in such tough market conditions, many people are facing this – Infosys delayed raises for all, 70-hour work week. Millions are affected despite doing so,” added another user.

See comments here:

Bhupendra Vishwakarma’s viral post has sparked a much-needed conversation about employee well-being, recognition and equitable development in India’s growing sectors like IT. So far, Infosys has not reacted to the viral post.