A viral post on Reddit recently ignited discussion across the Indian IT community a Tata Consultancy Services (TCS) employee claims his monthly in-hand salary is now lower than when he started five and a half years ago. His experience has spotlighted performance appraisals, career focus, and salary progression within one of India’s largest IT firms. On the subreddit r/developers India, a Java developer wrote that he joined TCS in 2020 with a monthly in-hand salary of ₹25,000. Fast forward to January 2026 after about 5.5 years with the company he claims his salary has fallen to ₹22,800 per month
He graduated from a tier-3 college and joined TCS as an entry-level developer. Soon after joining, he shifted focus away from technical upskilling to preparing for government exams Over the years, he reportedly received mainly low performance bands (C–D) instead of ratings that typically drive salary growth In July 2025, he was placed on a Performance Improvement Plan (PIP) a formal process for addressing performance issues. The PIP period ended without termination, but his salary appraisal was reportedly stopped. Now, despite upskilling and clearing some external interviews, he claims HR teams doubt his capabilities when they see his low salary slips and rescind offers
Why This Story Gained Attention It challenges the assumption that IT industry careers always mean steady salary growth It highlights how career focus and performance evaluations can impact long-term progression. Many professionals resonated with the tension between upskilling versus stagnation in routine roles. However, it’s important to note that this is one individual’s story shared on a forum — it has not been verified by TCS, nor does it represent official company policy or widespread compensation practice
Community Reaction on Reddit and Beyond Upskill aggressively or switch roles: A common suggestion was to target startups or smaller companies where growth — even lateral moves — can be faster than at larger firms. Consider further education: Some users recommended pursuing an MBA or certifications to reset credentials and unlock better opportunities Own your narrative: Others emphasized honesty about the past but backed by demonstrable skills and projects
Does This Reflect TCS’s Pay Practices? Delayed Salary Hikes & Appraisal Changes In 2025, TCS deferred its annual salary hike cycle, citing macroeconomic uncertainty. This meant many employees saw increments later than usual Later, the company rolled out hikes of about 4.5–7% for most employees, with top performers getting more Variable Pay Adjustments TCS also adjusted variable pay — particularly cutting payouts for senior employees due to business performance conditions
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Why Some Employees Feel Stagnated Performance Ratings: Employees rated in higher bands typically receive better bumps in pay and bonuses. Role and Project Type: Client-billable roles often see faster compensation growth than internal or support functions. Market Demand: Skills in trending areas (cloud, AI, cybersecurity) may command premiums others don’t get. An individual with frequent low appraisal bands like C or D — as claimed in this case — is less likely to benefit from competitive salary progression
What This Means for IT Professionals Keep Technical Skills Fresh: Relying on past credentials without continuous learning makes growth harder. Seek Feedback Early: If performance ratings are low, ask for clear improvement plans and milestones. Diversify Your Options: Don’t wait too long if internal progression stalls sometimes lateral moves help reset compensation. Tell Your Story: Be ready to explain gaps or setbacks positively during interviews
The viral Reddit post shines a spotlight on a candid — and quite personal — career journey. It isn’t a definitive statement on TCS’s salary policies, but it does remind IT professionals that career focus, performance, and upskilling are critical to long-term growth in the tech sector. If you’re navigating your own path in IT or considering your next move, use stories like this as lessons, not rules.
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