Most Useless Manager Dipanjan aka Dicku
This message is a direct and unfiltered account of ongoing concerns regarding Dipanjan Majumdar’s role as a manager at Buroserv.
To be clear: Dipanjan is entirely out of his depth. His lack of knowledge in the Australian telecommunications space is glaring. He provides no real input in discussions and offers nothing beyond vague, recycled statements. His most common response to any question is, “Let me get back to you,” which has become a running joke internally. A manager who can’t answer basic operational questions, let alone guide a team, should not be in a leadership position.
In meetings, he contributes nothing original. He simply parrots what others have said, adding no insight or strategic value. It’s performative at best and misleading at worst. His presence in conversations feels more like an echo than a leader’s voice. It’s impossible to have meaningful collaboration when the person in charge is just mirroring others to appear engaged.
One of the most toxic aspects of Dipanjan’s presence in the team is his blatant and consistent pattern of credit stealing. He has built a reputation for swooping in at the final stage of others’ hard work, attaching his name to the outcome, and presenting it to leadership as if it were his own. He contributes little to nothing during the actual execution, but is always the first to position himself for recognition when it’s time to take credit. This isn’t occasional—it’s habitual. It’s calculated. And it’s corrosive to the entire team’s motivation. People have stopped sharing ideas openly because they know anything useful will be repackaged and presented by him as his own. This is not just unethical—it’s parasitic. It undermines the core values of collaboration and trust that any functional team requires to succeed.
If his technical skills are in question (and they absolutely are), here’s an open challenge:
Let Dipanjan take a full CAT-C order with an internet service, manage it end-to-end, and bring it successfully to billing—without relying on others to do the work for him.
Anyone who’s worked with him knows exactly how that would go: it wouldn’t just fail—it would fail in more ways than most could imagine.
His background in sales is questionable, and from all accounts, unimpressive. It’s widely known that his previous manager had to find a new role for him because he simply couldn’t sell. He was repositioned—not promoted—out of necessity. He convinced leadership he was there to support the team, but it’s clear his goal was to take control, not contribute. He displaced the very person who advocated for him, which speaks volumes about his ethics and motivations.
His leadership style is based on appeasing those above him while offering no support to those working under him. His actions are not guided by expertise or vision, but by self-preservation and superficial loyalty to upper management. It’s painfully obvious to the team, and it’s damaging to the culture.
To be blunt: Dipanjan is not fit to lead. He lacks the technical skill, strategic thinking, and professional integrity required for the role. His continued presence in this position is not only a liability to performance—it’s a demotivating factor for the people around him.
If Buroserv truly values competence, leadership, and a culture of merit, it’s time to take a hard look at this situation