It's not your fathers IBM anymore....it sucks!! - werkgeversreview IT Specialist bij IBM

1,0
10 jul 2008
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Best reasons to work for IBM? Wow, that's tough! When I started with IBM 10 years ago there were many good reasons to work for IBM. It was a company with a great history of respect for its employees and their customers. It was a company that paid well, treated people fairly and honestly, was respected by the industry, it's customers and it's employees. It offered people fair pay, good benefits, rewarding work environment and opportunities for career advancement. Today,all of those things are no longer true. In reality, in 2008, there is no good reason to work for IBM.

Minpunten

Today employment at IBM has nothing but negatives. The bureaucracy is far worse than ever. In order to accomplish anything at all, one must fill out an endless stream of web forms, request databases, spreadsheets, management approvals, etc. A simple change can take weeks to get all the "ducks" aligned. The chance for career advancement is almost nonexistent. The internal jobs website has been revamped to make it almost unusable. When applying for a job, the hiring manager doesn't even give the applicant the courtesy of a response. This has happened to me on many occasions. Most of the folks that I've talked to have said the same thing. Apparently it's now considered an acceptable practice to not even acknowledge receipt of an application. I guess that should be expected given the fact that employees are now referred to as "resources" and not people. If I had a dime for every time I heard a manager refer to employees as "resources" I could retire today. Employees are continuously bombarded with 'take aways' and benefit reductions. Pension freezes, pay cuts, band reductions, forced overtime for exempt employees, offshoring, employee layoffs and a blatant sense of dishonesty coming from upper management. These are all part of everyday life at IBM now.

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5,0
23 apr 2026
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Incredible mentorship from experienced engineers and exposure to real-world production code. The team is very supportive and encourages questions.

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The onboarding process can be a bit overwhelming at first due to the complexity of the internal tools and systems.

4,0
26 aug 2014
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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.

Minpunten

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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Reactie van 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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