Absolutely not! As previously stated by TCS’s higher authorities, the company’s objective is 25/25, meaning that by 2025, just 25% of the staff will spend 25% of their time in offices. TCS would certainly like to put it into practice, but because of the extraordinary circumstances brought on by the pandemic, TCS had to swiftly switch to SBWS in WFH mode. There haven’t been any announcements, at least not yet. Few associates, in my opinion, would undoubtedly be called back to the office, and some might work from home only with permission from their bosses and clients. For the most part, though, this WFH will last till the end of the year. After this year, they may make a decision regarding the near future. Given the circumstances, they haven’t yet announced permanent WFH.

In every organization, performance bonuses fall under the category of variable pay. Thus, the completion of a performance bonus is contingent upon both the employer’s and the employee’s performance. Most of it will depend on how well the business performed that specific quarter in addition to how well you performed. Performance bonuses are awarded quarterly at TCS. Additionally, your income is awarded each month based on your performance. Therefore, the monthly performance that you accomplish is determined by your project, how well you do in it, and the feedback that you receive from your boss. Meantime, the entire performance incentive is contingent upon the organization’s success and decisions made by senior management. They decide how much each employee should receive in the way of variable pay or performance bonuses for that quarter. You will often receive 100% of your performance bonus component every quarter up to a C1 grade because it is a very small component. As you get to the mid-senior level, the proportion of variable pay changes correspondingly.