Over-managed, Under-Resourced: Structure Slows Down Innovation and Impact - Senior Software Engineer Litera Microsystems Employee Review

- The team is heavily top-loaded — with 4–5 managers (Senior, Manager, Associate, TL etc.) overseeing only 2–3 individual contributors. - Decision-making becomes slow and bureaucratic, with too many stakeholders involved in every small choice. - Developers and creative contributors often feel overshadowed, with limited ownership or autonomy. - Role overlap among managers creates confusion, inefficiency, and blurred accountability. - Innovation suffers — talented developers or problem-solvers often go unheard due to excessive layers of approval and control. - The structure leads to missed opportunities, as quick iterations and grassroots ideas are often buried under process. - Morale can decline when contributors feel more managed than empowered. - Work-from-home policy is unclear and inconsistent — rather than having a unified company-wide policy, remote work rules differ by location. For example, employees in Ahmedabad have different expectations than those in other parts of India, leading to confusion and a sense of unfairness. - Lack of job security — there’s no transparent performance or exit policy. It’s possible to attend meetings in the morning and receive an unexpected termination by the evening. This uncertainty fosters anxiety and a lack of trust in leadership.