IBM Human Resources did it right. From the basic premise of a need to change, to using agile methods for design and feedback, to rolling it all out. They really are walking the talk when it comes to how best to provide feedback in a fast-moving, social environment. While the outside debate rages on about the value of performance management systems, IBM has done something about it, and has spent time listening to employees and incorporating their feedback into the design elements of the new system. No more forced distribution, with multiple touchpoints during the year and a human-scale time horizon around goal-setting and goal attainment. All around, this is one of the best approaches to performance management that I've seen.
Cons
We'll wait to see how well managers can incorporate this. Any performance review and coaching system is only as good as the managers who implement it. But the basics are all there for them to use.
Advice to Management
Keep up the design, feedback, adjust, and adapt methodology.
Thank you for taking the time to provide feedback on your IBM experience. Given IBM's transformation and what we have heard from many IBMers, we are changing our approach to performance managementthis year. Designing the program has been a collaborative effort with employees so we can ensure it reflects the way we all work. Feedback from employees like you is essential to driving positive change at IBM, so thank you again for your comments. - Michelle (Ames) Rzepnicki (Director, Performance Management).... MoreLess
IBM
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Helpful (96)
"New Performance Management System"
I have been working at IBM full-time
Pros
IBM Human Resources did it right. From the basic premise of a need to change, to using agile methods for design and feedback, to rolling it all out. They really are walking the talk when it comes to how best to provide feedback in a fast-moving, social environment. While the outside debate rages on about the value of performance management systems, IBM has done something about it, and has spent time listening to employees and incorporating their feedback into the design elements of the new system. No more forced distribution, with multiple touchpoints during the year and a human-scale time horizon around goal-setting and goal attainment. All around, this is one of the best approaches to performance management that I've seen.
Cons
We'll wait to see how well managers can incorporate this. Any performance review and coaching system is only as good as the managers who implement it. But the basics are all there for them to use.
Advice to Management
Keep up the design, feedback, adjust, and adapt methodology.
IBM Response
Jan 18, 2016 – Director, Performance Management
Thank you for taking the time to provide feedback on your IBM experience. Given IBM's transformation and what we have heard from many IBMers, we are changing our approach to performance management this year. Designing the program has been a collaborative effort with employees so we can ensure it reflects the way we all work. Feedback from employees like you is essential to driving positive change at IBM, so thank you again for your comments. - Michelle (Ames) Rzepnicki (Director, Performance Management). ... More Less
Other Employee Reviews for IBM
Helpful (1)
"Consultant"
I have been working at IBM full-time
Pros
Great clients, people and colleagues
Cons
No pay increases in years
Advice to Management
Provide pay increases
IBM Response
seconds ago
Edit • Delete"Computer Operator"
I worked at IBM full-time
Pros
Cannot name one. Looks good on a resume.
Cons
Incompetent management. Offshoring is destroying the company.
Advice to Management
Move to India.
IBM Response
seconds ago
Edit • DeleteSee Most Recent
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