The use of contractors in companies often goes through cycles. One thing many leaders overlook is that while Indian contractors are skilled, they usually lack loyalty. This isn’t because they’re bad people or anything like that; it’s just business—they follow the money. Even if they work for a big company like Wipro, they can be moved to a different job if it means more profit for the company.
As a result, companies end up losing both talent and loyalty. Then leaders wonder why their teams aren’t performing well. The reality is that their own employees struggle because those leaders didn’t have the vision or trust to invest in them. Instead, they relied on contractors, hoping to have someone else to blame if things went wrong. Regular employees are left feeling unmotivated and disappointed by the selfish decisions made at the top.
The same goes for ISS; there’s really no difference in that organization. Many people are just getting by, fully aware that they’re not contributing much. They joined the organization to expand their skills, but very few actually committed to becoming the security practitioners that were needed. Instead, they focused on building relationships and forming cliques. Their manipulative skills help them hide their lack of contribution by taking credit for the success of others. They operate out of fear of being exposed. A couple of years ago, an entire department left, and no leadership changes were made; they just filled the gaps.
If you want to see change, you need to have some grit and be willing to take risks. It’s scary, and don’t expect to get credit for it. Do it for yourself, to improve your own skills and become a better version of you. No leader is likely to champion your cause, so you need to be your own advocate. If you don’t, the consequences could be pretty bleak—you’ll just be another replaceable employee.