IBM Research is great but the rest of the company is dragging it down - Research Scientist IBM Employee Review

4.0
Jan 18, 2014
Recommend
CEO approval
Business Outlook

Pros

If you are a Ph.D. and want to work in the industry but still be in touch with the academic work, IBM Research is one of the few places that can provide that opportunity. As a research staff member (typically only Ph.D.s are hired), you will be measured based on three things: 1. your project work and how much it contributed to the company in terms of cost savings, revenue impact, or other qualitative impact, or technological advances if you are lucky enough to be working on such things 2. patents you file, 3. papers you publish. Since IBM is a global company, the projects can come from many different industries and many different locations in the world. The Research division enjoys high respect within the company but much more so outside the company.

Cons

IBM's obsession with pleasing the Wall Street brings about a short sighted view to its research policy and hence impacts its Research negatively. All parts of IBM unfortunately scramble to meet short term financial objectives and Research is very often called for help, which takes researchers away from their primary roles of inventing and innovating game changing technologies and methods. By definition, research means investing time and money in high risk high reward problems. For instance, Watson was developed over quite a few years with dozens of people involved. That is what it takes to create serious technologies. Watson team had the few lucky researchers. Unfortunately, many researchers find themselves in a situation where they are asked to help the other parts of IBM improve their bottom line. Since other parts of IBM provide research its funding, they have a lot of influence on defining research projects and therefore how researchers spend their time. Since they are hard pressed to meet their financial objectives, they tend to define projects that help their short term financial goals. Such projects are almost always less innovative and tend to have marginal value for the company. IBM researchers are very capable people. IBM hires the very best to its Research. However, under so much pressure to help IBM's bottom line and do it fast, it is hard for researchers to come up with earth shaking innovations, though they would be perfectly capable to do so if they were given some breathing room. There are still quite a few researchers who still get to work on really promising things but their numbers are quite small.

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5.0
Mar 15, 2026
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Pros

Will open many doors for you career wise. Tons to learn

Cons

Large company can be slow at times

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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