Mindtree Reviews 6

Easily some of the worst support engineers I have ever had the displeasure of working with.

For context, this is based on a large number of interactions. I have had to work with LTIMindtree extensively as they are utilised by Microsoft as Azure and PowerBI support. My experience has been consistently bad, and this is not reflective of a single bad experience.

The engineers are mostly useless, difficult to work with, resist escalating things, and waste large amounts of time with pointless troubleshooting steps. Even the SMEs within LTIMindtree seem to lack deeper knowledge of the platform and products they are support.

I think this company brings the entire Azure platform into disrepute due to the truly awful support provided.

My Azure DevOps billing case was handled by Mindtree, who Microsoft outsource billing support to. The experience was unprofessional from start to finish.

Instead of providing clear guidance, I was given months of boilerplate replies (“misconfiguration,” “buy a support plan,” “use forums”). The actual fix was simple, reduce parallel jobs in settings but it was never once explained by them. I had to figure it out myself, by which point over £400 in unnecessary charges had built up.

Escalation requests to Microsoft were ignored. Mindtree repeatedly kept me within their own chain, refusing to pass the case on.

Most concerning, one manager even told me that staff who had previously issued refunds on my account would be reported to their managers. Rather than admit the customer was right, they chose to threaten their own staff and tell me so directly.

This behaviour shows a company culture of deflection and intimidation, not customer care. For a global brand like Microsoft to allow an outsourced partner to treat customers and staff in this way is unacceptable.

Submitted a suggestion to improve PowerBI/fabric, needed to edit the text, could not edit, so contacted Mindtree to request removal so I could repost, but Mindtree stated there is no way to edit or remove, refused to escalate, and refused to refer the case to the web development team or any team.

Highly professional people
Very high quality standards
Very transparent
Very efficient
Best people to work with
Highly Qualified people

1.I started work with Mindtree Limited as Technical Architect for Big Data (Analytics) domain. I was part of Central Architecture Group (CAG) and was responsible to participate in Projects, Proof of Concepts and Pre-Sales activities. I have always had very good relationships with my work mates as well as positive feedback from my managers about my performance.
2. I often worked overtime and weekends (free) on behalf of the company. I’m used to working hard and this did not impact negatively on my daily performance. In particular, I was never
the subject of disciplinary action on any ground.
3. I always provide high quality deliverables within and on most occasions before deadline by providing
multiple improved versions with my endeavour to provide best possible quality.
4. Generally, I had to work with different group of Mindtree employees where team had to deliver
tasks in collaboration with globally scattered team members. There were occasions where I had to give presentation on proposal to client without adequate prior information, in spite of I always
performed very well. My manager had always appreciated me on these occasions.
5. Since I joined respondent, I had been asked to work from home, choose the time suits me based on
my employment contract.
6. From starting of employment my manager Mr. Rajamani Saravanan (RS) insisted me to keep meeting
discussion with him in verbal form, even when minutes of the meeting (MoM) were being prepared by
me.
7. In addition to conduct meeting in verbal form, RS also waits till the end of the day when most of office
colleagues would have left, so that he could discuss in private. This can be verified from CCTV footage of respondent office.
8. On occasion, when I informed my manager (RS) about my intention to bring my wife and kids to UK, I
always received reluctance from my manager and respondent senior managers. My family visa request was over delayed due to their negligence and excuses of technical difficulties.
9. My manager (RS) had been insisting me that I shouldn’t bring my kids and wife to UK. When I asked the reason, RS told me that my family responsibilities would impact my professional commitment towards organisation.
10. I did a long follow-up to get approval from RS and Chief Technology Officer (CTO). Eventually CTO agreed to approve my family visa request. Even then RS asked me not to bring my family as it will impact my professional commitments. I had to call over his phone to convince him again.
11. Once my family joined UK in late December 2017, on 3rd January 2018, I got training request on topic
(Web Development Technology) which was completely off-track from my work area. Though I accepted meeting because I like to learn emerging technologies. On training day morning 5th January
2018, when I checked the reason for such off-track technology training then I was told by RS (trainer and my manager) that he wanted me to show how training was conducted at Mindtree.
12. In second training day, 9th March 2018, I informed my manager about my bad health in the morning and requested, shall I could leave early as I found it difficult to concentrate on projector screen and laptop monitor. I also offered to complete training assignment once I would recover from illness. But my request was denied and asked me to stay in training till late evening.
13. In the evening on training day, when I checked with my manager about pipeline of work then he told me “What will you do here? You will have to leave the company”. I was shocked, upset and left for home as I was unwell and can’t stay any further in office.
14. Afterwards, I didn’t hear anything back from RS and I thought that he was just angry because I requested to leave early due to my bad health.
15. On 3rd April 2018, when I checked with RS again about next assignment then RS asked me “Why you have not resigned yet? You have no option”. I asked him “why I should resign” and “please don’t ask me to resign as I found difficult to sleep because of your words”. I couldn’t understand why he was asking me to resign.
16. On 11th April 2018, I requested him for next assignment then he told me that “You will have to resign, and You don’t have option”. When I said I am not going to resign then he threatened me that “he will terminate me by making false performance issue”.
17. Thereafter, RS started with performance issue comments which I said it was informed to me first time and I requested RS for next assignment, which he denied.
18. I returned home, and I couldn’t eat and sleep that night due to RS behaviour of threatening me to terminate by making performance issue. I was very scared because he was one of senior employee of Mindtree and he has a very good comradery within HR department as most of HR employees were from South India which was RS native place as well.
19. 12th April 2018, I scheduled another meeting with RS and emailed with RS performance comments with my response which RS denied later in his response.
20. 12th April 2018, I involved my People Function manager (HR) and asked for grievance processes. I also requested for time-off for one week as I was very upset and got severe headache because of my manager’s behaviour on denying my past achievements. I was told by respondent HR Mr.
Chandrashekar Nair (CN) that I would have to come office and time-off request was denied, and grievance process was not provided to me.
21. Appraisal feedback comments for April 2017 To March 2018 cycle was already completed by me on
23rd February 2018 and by RS on 23rd March 2018, but once the complaint was made by me, RS replaced feedback with negative comments and denied my past achievements. Since RS had already completed feedback comments in 23rd March 2018, on 13 April 2018 the supervisor RS amended appraisal comments by unlocking the feedback step manually with the help of Admin team.
22. On 13 April 2018, I informed HR that workplace harassment is not acceptable as per company policies and requested to take appropriate action. I also requested CN to provide me assurance from such workplace harassment before I visit to office because CN was insisting me to come office.
23. On 16 April 2018, I raised formal complaint to HR about workplace harassment and offered to provide
all information required to facilitate this investigation. I did follow-up next day 17 April 2018.
24. On 25 April 2018 after experiencing inconsistent treatment from respondent HR on changing my normal working pattern to work from office every day, making my contract as desk job without my consent and by not accepting my request to show details of contract which suggests I had desk job contract. I reached out to ACAS for conciliation.
25. I was already dealing with trouble sleeping problem due to RS behaviour, respondent HR aggravated my situation and I lost appetite and trouble sleeping for next 3 to 4 weeks.
26. On 17 May 2018 I tried to set up telephonic meeting with HR on my concerns, but CN denied with argument that Mindtree doesn’t provide ‘Work from home facility’ and refused to speak over phone. In addition, he tried to intimidate me by bringing lawyer.
27. On 18 May 2018 I registered complaint on whistle blower mail box as it will impact to all employees because company was not providing stress free working environment and encouraging work place harassment which is against law. In addition, Mindtree UK policies encourage employees to raise such incidents for welfare of employees. I informed Whistle Blower team with mail evidences of details what happened till that time.
28. On 25 May 2018 ACAS gave certificate.
29. On 4th June 2018 I found 4-5 work opportunities within organisation where I could be engaged immediately. I informed to RS about these opportunities and requested for his approval to these engagements.
30. On 5th June 2018, supervisor denied my request to engage me to found work within organisation.
31. On 6th June 2018, requested HR to take independent second opinion for my work allocation which was not responded.
32. On 12th June 2018, first whistle blower meeting arranged and advised me not to record audio/video, though panel agreed to provide minutes of the meeting. In this meeting I clarified panel that I was being pressurised to resign and threatened to terminate by making false performance issue. Minutes of the meeting was never shared and later many false accusations made on me.
33. On 6th July 2018, second whistle blower meeting conducted, and I found that additional panel members were not provided with evidences which I had already provided to existing panel members
on 12th June 2018. As agreed by panel members, I requested panel to share minutes of the meeting several times. Minutes of the meeting was shared after delay of over 30 days in which many
inaccurate statements were recorded.
34. On 16th August 2018, new supervisor (NG), drastically reduced efforts of my assignments (changed from 30 days to 7days) and insisted to deliver before agreed time. In addition, asked me to complete certification within short time period (instead of within appraisal cycle of 2018-2019 which ends in March 2019). I informed my new supervisor (NG) that delivery timelines for assignment were unrealistic, though new supervisor insisted me to deliver on his given timelines. It caused me to work for more hours and had to take sick leave due to this undue work pressure.
35. On 17th August 2018, new supervisor asked me to work from office despite knowing the fact that I have parental responsibility, my spouse was unwell, and contract allow me to choose my working hours to balance work and personal life. I kept updating on progress on given tasks regularly to NG.
36. Afterwards company started as series of targeting activities to victimise.