Not the Place to Spend a Long Time - Systems Analyst IBM Employee Review

1.0
7 July 2010
Recommend
CEO approval
Business outlook

Pros

Most of the world has not clued in yet that IBM is just another company, so having experience there carries a lot of weight.

Cons

IBM, from all reports, used to be something special: but no more: it is just another company. In the name of shareholder value -- their only benchmark for policy -- they have reduced education to a set of crummy online classes, all but eliminated salary increases, and slashed staffing levels to the detriment of their clients. Local managers have little control over employee ratings or salary increases: they are dictated by bean counters far removed from the employees. Hence, ratings and raises barely reflect an employee's performance. All travel and discretionary spending has been eliminated. Perks like Christmas Parties or Company Picnics are done. On my project, we had potluck events in which the managers had to pay out of pocket for the meat/BBQ for the staff. Morale at IBM is very low, and there is a huge brain drain. In my 10-year stint, most of the long-term IBMers (15+ years and more) jumped ship. Communication, usually in the form of glowing profit reports, comes down from on high, as if the news meant anything to rank and file. Upper management continues to cut everything while crowing about how wonderfully the company is performing. Almost every employee regards this brainless cheerleading as a joke. The company is either clueless or heedless: take your pick. All work now -- from application development to project management to administration -- is distributed into separate towers that are physically remote, and often offshored to BRIC countries. Anyone in a job classification not requiring "face time" with clients is a likely target for layoffs, which occur, at minimum, yearly. Opportunity is limited, and in my sector -- government -- IBM's business model, which operates on the idea of premium pricing for premium services, rings hollow to cash-strapped governments. IBM's take is to offshore almost all the work or bid at normal rates and lose. Not a very long horizon for most people, especially in the technical realm. Almost everyone I know at my former project is trying to leave the company. I got out just in time.

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Cons

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4.0
26 Aug 2014
Recommend
CEO approval
Business outlook

Pros

Disclaimer: A lot of what I'm writing below of course depends on the work area and management chain. But I found this to be fairly pervasive policies in IBM in my 9+ years with the company. 1. IBM's policies and management are very flexible when it comes to working remotely or accommodating various life situations (sick days, doctor visits, etc.). Management is encouraged to measure an employee by their work and impact, and not by hours spent at their office. 2. Great colleagues! Though unfortunately, many have been leaving due to the instability of IBM's HW development business. 3. At least in my area, there's a high level of flexibility on which projects should I undertake based on my and my management assessment of business impact.

Cons

1. Unfortunately, IBM still uses the "normal distribution" rating system, where at the end of the year each employee is ranked as a top contributor (5%), above average contributor (15%), average contributor (~75%), and bottom contributor (5%). This curve is difficult to apply in the R&D world, where you may have many members of the team working long and hard hours, and end up being "average contributors" at the end of the year, because there just isn't room for all to be top contributors. 2. The above may not be so disturbing, if only IBM didn't practically cancelled all raises, performance bonuses and incentive for the non top-performers. I've had a consistent "above average" rating in the last 4-5 years, and my raise and performance bonus were ridiculous mere 1.5-2% of my salary. Were I rated "average contributor" I would have gotten NOTHING. So you can imagine that people can go year after year without any raise to their salary. From talking to manager friend, this is IBM's way to eliminate the non-top-performers without having to fire them, as part of its direction of reducing US manpower. 3. Hiring freeze in many areas - again, as part of IBM's attempt to reduce its workforce across North America and Europe we see many jobs move to the India and Far East markets. This is of course upsetting to see local teams shrink and disappear, especially when many great local IBM colleagues and experts begin to drop out. From my experience thus far working with India SW teams - they are still very far away from the standards I would have expected from US and Europe based teams. 4. Poor top down communication about company's and divisions' future. Employees learn from rumors and news websites what's about to come...

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IBM Response
10y
Thanks for sharing your experience, and we're glad that you've had a positive experience working with talented colleagues and taking advantage of IBM's programs. IBM is in the midst of a major transformation, --our Systems business is going through its own changes to strengthen competitiveness. Change is never easy. As part of our transformation, we just launched a whole new approach for how we are coaching employees, delivering feedback and managing reviews. No distribution guidelines or what some think of as 'stacked rankings." What's particularly great is that this was co-designed with our employee base from all over the world... to the tune of hundreds of thousands of page views, comments, on-line debates and discussions. IBMers even named the new system Checkpoint, to reflect the regular feedback rituals we're adopting. Managers are more empowered with the new methodology to help them acknowledge the great work of their teams and help their employees develop professionally. These steps and more are showing up in our employee surveys as well. So IBMers are feeling the change. We are confident these changes will help us in continuing to attract and retain great talent.
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