Wipro Unza Malaysia Employee Reviews & Ratings

Slower growth, limited bench period

No cons as such here.

Slow growth depending on the group

Lots of mandatory trainings Mandatory leaves to be taken when client has year end shutdown

The food facility is not that good.

- limited/closed technology to Oracle Retail - difficult career growth

projects can be better and bench periods can be reduced

Salary below market standards Dependency on immediate manager

Less job security once out of project HR will treat you alike they pay you, not employee centric

Too much politics. More ethics

No words for the Cons

No annual salary increment and also not following the right accounting procedures.

Senior employees face some issues

For me, i don't like that

No Job Security in Wipro

No salary hike after performing in well and getting 5 rating from last 3 years.

Career path I guess for content moderation line of work is kinda challenging

- A bit less flexible for equal on-site opportunities

The pay could be better for the amount of work being done

Salary growth is slow, management needs to engage more with employees

Average Pay Long working hours

It's okay okay to work night shifts

Work can become challenging when leadership lacks effective management practices.

No upskilling for support ppl

Less salary , no good projects

Nothing to mention for IT.

Inflexible tax structure does not allow employee save maximum possible tax within government norms. Top management is concerned only with revenue targets and numbers. Employee stand nowhere.

Wages should be revised, manager should be encouraged to help progress the candidate in the organization

constant salary growth , but you will learn a lot.

Salary is less compared to Market

Nothing much to say about

Very less salary compared to others

Slow Career Progression Management Issues

⚠️ Strategic & Market Limitations - Heavy Dependence on North America & Europe: Nearly 60% of Wipro’s revenue comes from these regions, making it vulnerable to economic shifts, regulatory changes, and currency fluctuations. - Slower Digital Transition: Compared to peers like TCS and Infosys, Wipro was slower to pivot toward digital transformation and cloud services, which may affect its competitiveness in high-growth areas. 👥 Talent & Leadership Challenges - High Attrition Rates: Wipro faces difficulty retaining top talent due to intense competition from startups and other IT giants. This can disrupt project continuity and increase hiring costs. - Leadership Instability: Frequent leadership changes and restructuring efforts have led to internal uncertainty. For example, a major executive overhaul in recent years impacted morale and margins.

Nothing I found in my journey

A bit too long for salary hike

No work-life balance. Management is strict so you have to follow them in order to survive.

Depends on the project manager

No salary increment at all

Only managers are allowed to take leave at the end of the year, while employees are not permitted to do so. This culture should change to provide equal opportunities for everyone to take leave.

Hard to reach managers and others

But not recommended to work without hikes

Wfo Policies becoming more strict

No cons but yeah salary could be more

No such con seen for me

no cons as it had the work life balance

1. Indian people management mentality. Cut heads to save money and work remaining employees to the brink. 2. Lack of communication. Will receive all notices over night as they are distributed from India. Most of the time the North America Rizing employees are forgotten, and receive communications just hours or minutes before scheduled calls. 3. Poor leadership. No desire to learn or know anything about Rizing, just force fit the WiPro ways when not applicable. 4. WiPro processes are inefficient and antiquated hence it takes 5-10 individuals to manage a process end to end. Great for the employees in India as they have carved out their little niche in the process. Frustrating for the North America employees who have to deal with these ridiculously slow processes. No desire to improve the processes, you are ignored when suggesting efficiencies. 5. Continuously push out women in leadership and replace with under-qualified Indian males.

working with offshore teams who will call you at all hours of the night to escalate. Absolutely no work life balance

“Revenue Growth Sluggish Compared to Peers” “Workload Can Be Heavy, Work-Life Balance Varies” “Career Progression Often Slow & Bureaucratic” “High Competition from TCS, Infosys & Global Players” “Management Efficiency and Transparency a Concern”

Lack of Challenging Work and Poor Project Allocation