Anti-Agile Patterns being implemented and leadership is too self obsessed - Chief Scrum Master Coforge Employee Review

In my experience, Agile is being diluted to the point where it feels like a label rather than a mindset. There is a strong culture of managing people instead of enabling teams. It feels more like command-and-control than servant leadership. One example is how velocity is being used. Teams are expected to “achieve” fixed numbers like 35 story points per sprint. This is illogical. If you fix a number like that, teams will eventually adjust estimates just to hit it. Same amount of work, but suddenly the velocity becomes 35. That defeats the whole purpose of velocity, which was meant for planning, not performance measurement. On top of that, there is an excessive focus on tool updates, especially in Rally. Rally is just a tool, but a lot of emphasis is placed on continuously updating it throughout the day. It’s not limited to standard fields expected by Sabre, additional layers of tracking have been introduced. Teams are expected to update details even at task level, including multiple types of estimates, whether AI was used or not, which AI was used, and justification if it was not used. It becomes more about feeding the tool than actually delivering value. Even small misses in updates often lead to escalation emails, with senior stakeholders copied. Over time, this creates a high-pressure environment where the focus shifts from collaboration and delivery to constant reporting and compliance. Employee experience is another concern. Even for basic team engagement like lunches, the budget is around ₹150 per person. Can you imagine? On top of that, during Diwali, there wasn’t even a basic team lunch arranged. People were asked to bring their own food. This is the only company where I’ve seen something like this, and it says a lot about how employee engagement is treated. Work-life balance can be unpredictable. There are instances where teams are expected to work on Saturdays even when deliveries are on track. It feels unnecessary and avoidable, and over time it impacts morale. Another disappointing aspect was the lack of responsiveness from HR and leadership. During my three-month notice period, there was no outreach to understand feedback or reasons for leaving. Even in the past, I had reached out multiple times on different concerns, but there was little to no response. Concerns around team interactions and workplace behavior did not feel adequately addressed, even after escalation.