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Hi all. I am trying to determine if I am being compensated fairly. I am a tax manager (about to start my second year as manager) and have been with EY since staff 1. I was promoted to manager in June 2020 (during covid) and received a 7.5% raise. The class above me has mentioned they received much higher raises during their promotion years. My base salary is now approx. 97K. Any insights would be extremely helpful. Thanks!
Hi Folks, I have recently joined Thoughtworks as applicable developer consultant. Currently I am having 2.7 year of experience. Just curious to know following information 1. Hike cycle and average hike percentage 2. Criteria for promotion to senior consultant 3. Average Hike percentage during promotion
Thank in advance for the reply ☺️
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Gave interview in TCS, it went pretty well. At the end, the tech interviewer asked my expected ctc. After mentioning as 27lpa, he asked if can be negotiated, told yes.
After that didn't get any feedback, its been around 5days.
Is 27lpa too much fr tcs? 🤔
Yoe 9
Tech SAP
IBM Tata Consultancy Cognizant Capgemini Infosys
She fell in love with a consultant and...

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What are you discussing with your manager in your 1:1s? This is the perfect feedback you should be raising up with your leadership.
Better option is use the time to work on your skills. Spend time on AI learning to keep you up to speed to everything happening around and deliver the feature on time.
AI or learning how to optimise mainframes or quants systems that pay in the 100s of thousands, doing close to the metal work in C++, C, and asm
Your job as a software engineer is to streamline processes and save man hours. So it sounds like you’re doing your job. Devs get paid handsomely for that exact reason.
As said above talk to your manager about your performance/possible raise implications. Google how to bring this up.
Otherwise keep up the good work, sounds like you're crushing it. Good probably to have, even if it means you're busy. (Also don't get burnt out)
I will rather unskill quietly to a senior role than update my superior on what he already knows is true and just.
Chief
I’m not sure anything is wrong here. You’re getting paid in exchange for dedicating your time to the company
I am a high performer, and have been for a long time; I wish I had read this ten years ago. It is worse than a dead end. My last "high performer" award was a $20 gift certificate that would have cost me more in effort to actually go get it than the overtime I got by not bothering. Contracting reveals all.
That is not the problem of the company. I will understand if there was a vacant position you are filling in for. Next time, be smart with your time, rather than indirectly inviting more payload. You could use that time to look for a role that pays more, in excellent six figures starting with 2, 3, or 4 like 200,000K
Structure is the critical factor that transforms exhausting work into meaningful growth. Without it, you are effectively a "wage slave" trapped in a cycle of endless labor without a clear path to mastery or independence.
1. Structure as the Boundary Against Exploitation
When personal development is unstructured, it often devolves into "workload exploitation." Employees who are proactive without a plan risk taking on more tasks without gaining more value.
The Difference: A Personal Development Plan (PDP) acts as a "compass and map," ensuring your effort leads to a specific destination (e.g., a promotion or new skill) rather than just helping the company's bottom line at your expense.The Risk: Without structure, "proactivity" can look like passively adapting to work overload, which eventually leads to burnout rather than development.
2. Proactive Development vs. Passive "Busy-ness"
True proactivity is future-oriented, whereas unstructured development is often reactive—responding to immediate workplace demands rather than personal long-term goals.
Structured Proactivity: Involves identifying potential future needs and acquiring those skills before they are required.The "Slave to Work" Trap: Feeling enslaved often stems from a lack of control over what you do. Mastery and structure return that control to the individual.
3. How to Regain "Professional Freedom"
To ensure your development is an investment in yourself, not just a service to your employer, utilize a structured framework:
Use the SMART Framework: Ensure goals are Specific, Measurable, Achievable, Relevant, and Time-bound to avoid "fuzzy" goals that lead to nowhere.Establish Boundaries: Learn to say "no" strategically to tasks that do not align with your development plan to protect your time and energy.Regular Review: Treat your development like a business project. Conduct quarterly reviews to assess if your current workload is actually moving you toward your own goals