Lakshya Powertech Limited operates in the power engineering and electrical equipment space, providing products and services that support power generation, transmission and industrial power systems. The company’s portfolio typically covers switchgear,...
"I joined as a junior engineer and felt welcomed from day one. The shop floor team helped me learn quickly and my manager trusts me with responsibilities," says one current employee. Another long‑time staff member mentions, "You will get hands‑on experience here; it’s not just theory — you learn by doing." A sales executive adds, "Targets can be tight, but commissions keep it exciting. You’ll know what you need to hit every month."
These voices reflect a mix of honest, practical perspectives. Employees speak warmly about teamwork and the learning curve, while also being candid about pressure during peak production and sales cycles.
The company culture at Lakshya Powertech Limited is pragmatic and team‑oriented. People tend to be down‑to‑earth and focused on getting projects delivered. There is a strong emphasis on operational efficiency, safety on the floor, and customer satisfaction. Informal camaraderie is common in departments — tea‑time conversations, quick problem‑solving huddles, and cross‑functional support when deadlines approach.
At the same time, the culture values results. If you like a workplace that rewards visible contributions and practical problem solving, this environment will fit you. If you prefer a more relaxed or heavily process‑driven setting, you may notice the pace is quicker and less formal.
Work-life balance at Lakshya Powertech Limited varies by role. Office teams typically have predictable hours with some flexibility for occasional remote work or early exits. Factory and field staff work fixed shifts; during high demand periods you will sometimes be asked to stay longer or take extra shifts.
Overall, you will find balance achievable if you are in administrative, engineering design, or corporate roles. For production, maintenance, and sales, balance depends on seasonal workload and targets.
Job security is relatively stable. The company services established clients and tends to maintain a steady order book. There are periodic reorganizations aligned with market demand, but mass layoffs are not typical. Contractual hires and probationary roles have less security than permanent staff. Employees who deliver consistent performance and maintain good relationships with clients and internal teams will likely experience long‑term stability.
Leadership is performance‑driven and operationally focused. Senior leaders communicate business priorities clearly and expect managers to translate those into actionable targets. Decision making can be centralized for major investments, but day‑to‑day management is delegated.
Managers are often promoted from within and have practical experience of the business. Strategic vision is present, but leaders sometimes prioritize short‑term delivery over long‑term HR investments.
Managers are a mixed bag. Many are hands‑on, approachable, and skillful at mentoring engineers on technical problems. Some are more task‑oriented and can come across as micromanagers during tight deadlines. Employees report that good managers are rewarded, and those who help teams grow are well respected. If you value mentorship and direct feedback, you will appreciate the managers who invest time in their teams.
Learning and development happens mostly on the job. New hires receive practical onboarding focused on processes and safety. There are occasional workshops, external trainings, and sponsorship for job‑related certifications, but structured continuous learning programs are limited. Employees who take initiative to learn and seek cross‑functional exposure grow faster.
Promotion opportunities are available and tend to favor performers who show initiative and reliability. Typical timelines range from 2–4 years for mid‑level moves. Senior leadership roles take longer and are competitive. The company promotes internally, which benefits those who consistently deliver and document achievements.
Salaries are competitive for a small to mid‑size industrial firm. Approximate annual ranges reported by employees:
These are approximate ranges and can vary by location, experience, and negotiation.
Bonuses are performance linked. There is typically an annual bonus that ranges from modest to one month’s salary for most roles, with higher performers receiving better payouts. Sales roles have commission structures and incentive trips or prizes during high achievement. Incentive transparency has improved but could be clearer for some support functions.
The company provides statutory benefits such as Provident Fund and, where applicable, ESI. Group health insurance is generally available for permanent employees, often with a family floater option. Coverage details vary, and some employees report gaps for specialist treatments. There is also accidental cover and periodic health camps on site.
Employee engagement includes festival celebrations, annual day functions, quarterly town halls, and team outings. The factory often organizes safety days and recognition awards. Events are practical and team‑focused rather than lavish, creating opportunities for bonding and informal recognition.
Remote work support exists primarily for corporate functions like HR, finance, and certain engineering design roles. Production, maintenance, and field sales require physical presence. Remote infrastructure (VPN, laptops) is adequate for those eligible, but policies are not as flexible as in fully remote companies.
Average working hours for office staff are around 9–10 hours per day including breaks; core hours are usually 9:30–6:30 with some flexibility. Factory shifts run 8–12 hours depending on shift patterns. Overtime is expected during project rushes or peak order seasons.
Attrition is moderate, estimated around 12–18% annually across the company. Turnover is higher in junior technical and entry sales positions and lower among mid‑level and senior staff. There have been no widely reported mass layoffs in recent years; adjustments are usually role‑specific and tied to business cycles.
Overall, I rate the company 3.8 out of 5. The firm offers solid hands‑on experience, stable operations, and fair compensation for the industry. Those seeking growth through practical exposure and internal promotions will find good opportunities. Areas for improvement include more structured learning programs, clearer incentive communication, and expanded flexibility for non‑production roles. If you are considering working at Lakshya Powertech Limited, weigh the benefits of practical experience and stability against the demands of production timelines and role expectations.
Read authentic experiences from current and former employees at Lakshya Powertech Limited
Supportive team, good exposure to power projects and EPC execution. Senior engineers mentor juniors and there are regular training sessions.
Salary growth is moderate; occasional long site visits and tight deadlines. Sometimes approvals take time which delays project decisions.
