Rasna is a well-known Indian beverage company, headquartered in Ahmedabad, that produces fruit drink concentrates, powdered beverages and syrups aimed at household consumption. The company’s product range includes ready-to-mix concentrates and powder...
People who work there often say it is a friendly, no-nonsense place to build experience. “I joined straight out of college and learned a ton about product distribution,” one marketing associate shared. Another operations staffer said, “The shop floor is hectic, but my team has your back.” You will hear praise for practical training and candid feedback from peers. If you search for working at Rasna on forums, the recurring note is that teams are hands-on and colleagues are approachable.
The company culture at Rasna leans toward pragmatic and execution-focused values. There is a strong emphasis on getting products to market, meeting sales targets, and maintaining quality in manufacturing. You will find a mix of traditional corporate structure and startup-like energy in newer departments. People often mention a sense of pride in the brand and a willingness to roll up sleeves. The phrase “company culture at Rasna” often comes up with comments about teamwork, clear accountability, and respect for frontline employees.
Work-life balance at Rasna varies by role. In corporate and support functions, you will typically have predictable hours and the option to leave on time most days. In production, sales, and distribution roles, peaks during product launches and seasonal demand can push shifts and weekend work. Many employees say the company tries to be flexible when personal emergencies arise, and managers usually accommodate time off when given notice. For those asking about work-life balance at Rasna, expect steadier schedules in office roles and busier cycles on the factory floor or in the field.
Job security is generally stable for core functions such as manufacturing, supply chain, and sales. The business sells a consumer staple product, which tends to buffer it against sharp downturns. There are occasional reorganizations aimed at improving efficiency, and non-core projects can be scaled back. Overall, there is a reasonable level of predictability in employment, especially for employees who perform consistently and adapt to operational needs.
Senior leadership tends to emphasize operational discipline and market share growth. There is a clear chain of command, and decisions are often driven by sales and production metrics. Managers are usually experienced and pragmatic. Communication from the top can be formal, but leaders are accessible during town halls and major announcements. The focus is on execution rather than long, abstract strategy sessions.
Manager quality is mixed but leaning positive. Most managers are described as hands-on, supportive on practical matters, and direct in feedback. Some employees wish for more mentorship and career coaching, while others appreciate the straightforward guidance. If you prefer managers who give freedom and expect accountability, you will likely adapt well. For those looking for frequent upward coaching, there may be occasional gaps.
There are structured training programs for shop-floor skills, safety, and sales techniques. Corporate training tends to focus on functional upskilling — for example, supply chain processes, quality control, and retail merchandising. Formal leadership development exists, but slots are limited and competitive. Employees who take initiative and pursue cross-functional projects will find more learning opportunities.
Promotions do occur, primarily through demonstrated performance and tenure. Operational and sales roles often have clearer, faster promotion pathways based on targets and experience. Mid-level corporate promotions depend on delivering measurable impact and visibility. There is room for career growth, but progression is not automatic; active networking and consistent results are important.
Salaries are generally market-competitive for the consumer goods sector. Entry-level roles (junior marketing, sales executives, operations assistants) typically fall in the INR 2.5–4 LPA range. Mid-level positions (senior executives, supervisors, managers) are commonly INR 4–9 LPA. Senior managerial and specialist roles can range from INR 9–25 LPA depending on experience and scope. These are approximate ranges based on industry norms and employee reports.
Annual performance bonuses are common and are tied to company and individual performance. Sales teams have variable pay and commissions that can materially boost total compensation. Typical bonus percentages vary from 5% to 20% of annual salary for most employees, while high-performing salespeople may earn significantly more through incentives and targets.
The company provides group health insurance that covers employees and often extends to dependents. Benefits typically include inpatient coverage, basic outpatient support, and wellness checkups. There are also statutory benefits such as provident fund and gratuity for eligible employees. Overall, health coverage is adequate and aligns with common standards in the industry.
The company organizes periodic employee engagement activities, including town halls, award ceremonies, festival celebrations, and occasional team outings. Events are designed to boost morale and recognize performance. Engagement is stronger in regional hubs where teams are more tightly knit, with smaller events for production units and larger gatherings for corporate staff.
Remote work support is limited but improving. Corporate functions such as finance, HR, and some marketing roles may have hybrid or work-from-home options, particularly after recent global shifts. Production and sales roles require on-site presence. The company provides basic remote tools and occasional stipends for home internet where applicable, but remote-first roles are not the norm.
Average working hours for office roles are typically 9 hours a day including breaks, with some flexibility. Production shifts follow predetermined schedules and may include early mornings or late evenings. Sales and field roles often have irregular hours depending on market visits and client needs. Overtime may be required during peak seasons.
Attrition is moderate and tends to spike in highly competitive urban markets where talent mobility is higher. Historically, layoffs have been rare and have mostly occurred during restructuring of non-core projects or cost optimization drives. The core business has shown resilience, which helps keep layoffs infrequent.
Overall, the company is a solid place to gain hands-on experience in consumer goods and operations. It is rated as a good employer for those who value practical learning, stable employment, and teamwork. Career progression will reward consistent performers who take initiative. On a 5-point scale, a fair overall rating would be 3.8/5, reflecting strengths in operational stability and culture, and areas to improve in formal leadership development and wider remote-work flexibility.
Read authentic experiences from current and former employees at Rasna
Strong legacy brand and loyal customer base. Friendly, down-to-earth colleagues and a stable work environment.
Compensation lags behind market rates and raises are slow. Processes can be very traditional — digital tools adoption is gradual which makes some campaigns slower.
