Needs changes at the top - Consultant IBM Employee Review

2.0
9 Mar 2009
Recommend
CEO approval
Business outlook

Pros

Hires good people; decent but not great work environment; opportunity to do different types of work; exposure to leading edge technologies; solutions focus (rather than narrow one-product-line firm) (except as noted below).

Cons

Top management: Very greedy (pump-and-dump stock; huge profits by selling stock they didn't buy but were awarded). Very short-term oriented. Lack respect for individual, treat ordinary employees almost with comtempt. Downright unpatriotic (especially Palmisano) with respect to keeping jobs and production capability in USA. Despite fancy words and speeches, not particularly customer-focused. Not particularly effective communicators. Lack strategic vision. Exploit technological trend-of-the-moment rather than leading, despite best research organization in the industry. Avoids risk-taking. Needs more outsiders and some ordinary employee-shareholders on Board Of Directors. Top half dozen or so should be replaced, especially Palmisano. That alone would boost morale and productivity immensely. Company: Extremely bureaucratic. Incredible amount of reporting, paperwork, meetings, impairs productivity. Only gets worse when times are tough, impairing productivity all the more, making situation worse rather than better. Strategy: Growth and profitability, while decent and better than many firms in recent years, has been largely through acquisition rather than 'organic' growth. Lacks long-term vision for systems leadership, though services strategy has been largely effective. (This has come at a cost of great pressure on the management and employees of the services businesses in terms of work-life balance and need/ability for self-education to keep up with technology changes.) (An exception to the 'effective' comment: the high-end consulting business has not been managed well; for example, many of the best people acquired from PwC became very dissatisfied, early, and left--one wonders if IBM top management ever understood this business and ever will. It's fundamentally different from technical consulting.)

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5.0
10 Jun 2026
Recommend
CEO approval
Business outlook

Pros

Relocation bonus and welcoming team

Cons

Very large and corporate at times

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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