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3 days ago

Social Business Program Manager – new

IBM Washington, DC

• Maintain relationship with brand sponsor team(s), ensure linkage on messaging, solution priorities, target markets for program execution, and… IBM


13 days ago

Program Manager

IBM Washington, DC

Skills for this position require applicants who are equally adept at people, technology and business management. Besides the knowledge of methods to… IBM


5 days ago

Technical Insights Program Manager - North America

IBM Washington, DC

• Assigning activities to the team based on priority and skills • Managing wiki documentation, report documentation, and documenting best… IBM


20 days ago

Storage Platinum Support Program Manager

IBM Washington, DC

The Storage Platinum Support Program Manager is responsible for leading… Governance Board. Once accepted into the program the Program Manager (PM… IBM


3 days ago

Social Business Program Manager – new

IBM Dallas, TX

• Maintain relationship with brand sponsor team(s), ensure linkage on messaging, solution priorities, target markets for program execution, and… IBM


3 days ago

Social Business Program Manager – new

IBM Philadelphia, PA

• Maintain relationship with brand sponsor team(s), ensure linkage on messaging, solution priorities, target markets for program execution, and… IBM


7 days ago

IBM Analytics Program Manager, Risk Analytics

IBM Washington, DC

This position requires a candidate with people management and business management skills. The candidate must possess the knowledge to initialize… IBM


3 days ago

Social Business Program Manager – new

IBM Boston, MA

• Maintain relationship with brand sponsor team(s), ensure linkage on messaging, solution priorities, target markets for program execution, and… IBM


3 days ago

Social Business Program Manager – new

IBM San Francisco, CA

• Maintain relationship with brand sponsor team(s), ensure linkage on messaging, solution priorities, target markets for program execution, and… IBM


3 days ago

Social Business Program Manager – new

IBM Los Angeles, CA

• Maintain relationship with brand sponsor team(s), ensure linkage on messaging, solution priorities, target markets for program execution, and… IBM


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IBM CEO Virginia Rometty
Virginia Rometty
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    Advisory Engineer in STG, IBM

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Advisory Engineer in Hopewell Junction, NY
    Current Employee - Advisory Engineer in Hopewell Junction, NY

    I have been working at IBM full-time (More than 8 years)

    Neutral Outlook
    Neutral 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...

    Advice to Management

    Management must keep in mind that it today's world, which is saturated with brilliant companies that hire top talent, IBM must remain competitive to attract great talent and hold on to it. In the meanwhile, we're seeing the opposite trend, where great people leave IBM for other companies, be it because of a more competitive package, dropping morale and many other reasons.


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