Good place to begin a career - Software Engineer bei IBM: Mitarbeiterbewertung

4,0
30. März 2014
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CEO-Befürwortung
Geschäftsprognose

Pros

IBM is still a leader in many technological fields, and can be an excellent place to build your skills and confidence as a developer. There is also a concentration of raw brainpower in certain parts of the company which would be difficult to find elsewhere - which can be a challenge just to keep up with, but also makes possible undertakings that few companies would dare attempt (much less pull off successfully). So while a job at IBM is not a "career for life" in the way it once was, it certainly can be a good starting point for your career. And once you've been an IBMer you will find you are always an IBMer (and that a lot of the tech world is just now catching up to things that IBM had figured out decades ago). Also, while the work/life balance sometimes leaves too little room for the "life" side of the equation, most parts of the company are at least very flexible about when and where your work is done.

Kontras

Upper management lacks any genuine concern for the company culture or quality of its offerings - having turned to ugly financial manipulations to prop up its P/E ratio where once IBM's business and valuation was built on its loyal workerforce, reputation for service, and superior technology. You will make friends with good people and then have to console them through being victims of arbitrary cuts because the executive "leadership" at IBM seems to need someone (other than themselves, of course) to fall on the sword when there is an earnings miss. Compensation leaves something to be desired, as do opportunities for advancement when positions are being eliminated ahead of you rather than opening as vacancies that need to be filled. Less than a year after leaving IBM for a startup, I'm earning more than twice what I did at IBM and filling a much broader role than was available to me in my old department. ...that said, the skills (both technological and political) I developed at IBM have been critical to my success since leaving. So it's not a bad deal if you think of it as a wallet-friendly, hands-on alternative to graduate school (and make sure you're putting in enough effort to walk away with both you and the team you worked with feeling there's something to show for the time you spent there).

Mehr Bewertungen zu IBM entdecken

5,0
8. Juli 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Supportive management, flexibility, benefits, very smart peers

Kontras

Limited location options to work in depending on department

4,0
26. Aug. 2014
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CEO-Befürwortung
Geschäftsprognose

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.

Kontras

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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Reaktion von 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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