Trending down since 2013 - Channel Account Manager IBM Employee Review

1.0
Apr 19, 2019
Recommend
CEO approval
Business Outlook

Pros

Remote work is nice due to the flexible schedule, comfort of working from home, and leaves plenty of time to apply for other jobs. Saved a lot of money on gas and car payments. Extensive travel helps keep those reward points high. IBM still looks great on the resume because most other employers don't know what a wreck it is. The company is so large that depending on the role, comp plan, territory, and manager you may actually not hate your job.

Cons

Where to begin? Let's start with the top 5... 1. Management's "strategy" can best be described as: Let's constantly implement broad, sweeping changes with little to no warning, put our employees in impossible situations, brow beat them when they fall short, then lay everyone off 3 months later. Oh, and then wonder why moral is at rock bottom. 2. Culture... there is none. Unless you consider infighting, back stabbing, and a general "meh" attitude toward colleagues a culture. 3. Get ready for an earful of dishonesty and broken promises from your managers. Managers are constantly trying to oversell employees on a job, project, move, etc. when the reality is they need someone to fill a garbage job that no one wants. Once you're in the role, they'll do nothing to help you. And every time you go to them with a problem, they'll put it back on you. Really atrocious management all around. 4. Semi-annual changes to comp plans and quotas to put full attainment just out of reach. Did you do well last quarter? Guess what, your quota is going through the roof so save that last commission check because you won't be getting another one any time soon. Did your whole team do well last quarter? Expect the department comp plan to be adjusted... IBM is always looking for ways to pay you less while relying on the complacence of their employees to keep them around. 5. Mediocrity, laziness and bureaucracy abound. I touched on this in #3 but it's really amazing how many people here will not lift a finger to help you, actively oppose outside-the-box thinking, and are obviously here just to collect a paycheck... if it's not in their job description, it's not their problem. At some point you'll realize that attitude begins to drain you of your motivation and work ethic, and you'll either make a choice to fight it or accept a mediocre performance from yourself. Don't expect this to be the company where you do your best work - use IBM to build your resume, put in a couple years, then move on to bigger and better things. As for jumping through hoops, get ready for a lot it; nothing gets done here quickly and without approvals, modifications, and pointless review by a dozen other managers and analysts.

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5.0
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CEO approval
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Pros

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Cons

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4.0
Aug 26, 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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