Terrible company to work for. - Recensione dipendente - Senior Managing Consultant presso IBM

1,0
26 lug 2019
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

It's big, so it pays on time.

Svantaggi

1. Leadership is negative. I have personally heard VPs yell/scream/use profanity at their direct reports in front of 50+people on a call. 2. A large percentage of your colleagues are incompetent. So many times, I had to chase people to do their jobs. Though, for IBM, hiring incompetent people seems like a great way to create manager jobs. 3. Upper management (at least HR) tries to 'inspire' through fear-mongering, and this trickles down to the lower levels. Employees are afraid to ask for simple, reasonable requests in fear of backlash from managers. I've also heard them directly mock their employees in front of others like a child on a playground. - Like other service companies, IBM offers a wide variety of industries for your interest. However, management appears to 'block' most movement. Some of my colleagues were patient enough and waited 5 years for a change. Others gave up and left the company for a higher pay position in the industry they were looking for. 4. The individual target bonuses are high, but the company is leaking money, so rewards are low. On my last year, I received the highest rating possible, and received a formal IBM pdf stating my bonus was $0. What a slap in the face... 5. Disorganized - IBM has become so large that it is nearly impossible to really work 'as a team'. Like many consulting firms, IBM has resources in other countries (mainly India) due to cost. Unlike other consulting firms, the travel 'legislators' do not work well; they are not flexible. On an internal deployment, IBM travel refused to grant approval to even APPLY for a visa for my Indian colleagues because the IBM criteria of X days was not met. 6. Too much time is spent on administrivia. Things which should be simple like time cards, expenses, booking travel require so many hoops, IBM has pages-long documentation on how to get one travel request. Just think of how much time is spent for each new project manager reading through this documentation just so they can do their actual jobs.

Esplora altre recensioni su IBM

5,0
12 mag 2026
Freelance anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Amazing work culture with amazing all.

Svantaggi

Amazing employment culture and amazing seating.

4,0
26 ago 2014
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

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.

Svantaggi

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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Risposta di IBM
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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