"She was basically sent to restructure IBM Korea. There was a general feeling that there was way too much unnecessary workforce," said an IBM Korea insider.
Early this year, the company started taking volunteers for early retirement. As of 2013, the company had 2242 employees in Korea.
IBM Korea made 1.2 trillion won ($1.2 billion) in revenue last year, a slight drop of 1.2 percent from the previous year. Meanwhile, IBM reported a ninth-straight quarter of profit decline. ...
KB Kookmin Bank, South Korea’s largest bank and one of IBM’s most important clients here, is considering changing to a Unix based IT system from IBM’s main frame. The bank said IBM did not follow through on a promise to lower service prices, and has currently filed a complaint to the Fair Trade Commission.
"Many consider Yu-Tsui’s incompetence as the main reason for the conflict with KB Kookmin Bank. Losing such clients will have major repercussions," said the insider. ...
Spokespersons for IBM Korea did not pick up their phones despite numerous calls made for comments.
Selected comments follow:
Years ago, full employment was a norm however, there were many instances where management (upper and lower) just failed to take "managerial" action to alleviate problems. Many individuals who should have been removed from payrolls were kept on the employment rolls for all sorts of outlandish reasons and those who showed up and worked hard to make a difference many times wound up on the wrong end of the stick.
This same downsizing phenomenon exists today. It's not about how valuable you are, but rather what is the biggest impact that can be made to the bottom line. Many times this comes down to simply looking at age and salary. While there are many bright young people coming out of college eager and energetic and filled with new ideas, IBM has failed in its ability to integrate the new with the old and most times it's all for the sake of the almighty dollar.
Have I enjoyed working for IBM?, I certainly have. BUT it has been in spite of the management, and not because of them. I met—and worked—with some fabulously knowledgeable, AND generous people, and I would bow down to these folks at all times, as they are precious to me. they enriched my life. The other factor of IBM work environment that I love—so do the 400,000 who still remain in IBM—is the facility of the mobile worker! (and I guess the Leave of Absence feature—but I believe that to be subject to your relationship with your manager).
So, IBM uses these unique attractions to pay average, and be generally indifferent to employees organisationally.. i.e. no one other than your manager is concerned about you, and while there are avenues to address issues with your manager, they are "burn your bridges" avenues. You can not go back, and no one will provide the alternate avenue for you—after the problem is escalated and resolved!
Finally, Ginny, please run IBM like a technology company, not a shareholder mint. I have a huge chunk of my savings in IBM. I love share value, but not at the cost of the dissolving company (re: x-series).
Pros: A wonderful company with employee friendly policies. Mother of computer, it has vast opportunities in different vertical and countries. It does the business pretty much in all fields related to IT, spanning over consultancy, infrastructure, software, services and research.
Cons: A great company with lot of bureaucracy , a lot of unnecessary process and documentation became cause of inefficiency. Poor business model encourage sales over software development. They are becoming inefficient day by day due to burden of its own legacy and inertia against change.
Advice to Senior Management: Don't focus on documentation to measure employee performance. Management needs to realize people run the company not the company run people. Help subordinates to grow up.
Pros: IBM has good medical benefits even though the employees have to pay more out of pocket every year. Pluses were 401K, pension, flex time.
Cons: We were required to use some useless applications because IBM had paid a lot of money for them. Forty hours of education per year were made a requirement which just added to our workload. Morale was extremely low because of an incompetent manager who was allowed to bully his employees for many years. All of the employees in our department were laid off and the work went to another country.
Advice to Senior Management: Take care of loyal, hard working employees instead of laying them off and sending the work to other countries. Get rid of managers who bully their employees instead of tolerating their bad behavior.
Pros: Unbelievably large company involved in numerous fields. A lot of people with many years of of service/employment, so if you wait it out a few years, there should be a mass retirement, opening up many senior-level positions. Depending on area, work-life balance can be excellent.
Cons: Company is crazy to commit to EPS growth time-based targets. Focus on EPS is affecting proper business decision making. It can seem that employees are liabilities first, with a distant afterthought about employees potentially being assets. Frustrating to see mediocre employees stay with the company for so long.
Advice to Senior Management: Too much of mid-to-upper level management seems focused on empire-building. For a technology company, it's surprising how non-technical lower-level management can be. Management needs to find a faster/more efficient way to let go of under-performing employees.
Pros: Great experience working with talented mixed teams of creative and technical experts. I have learned a lot about digital media projects, design for mobile first, and user experience based design. I have worked with a lot of talented people and learned a lot. IBM employees have access to a lot of great training opportunities to expand your skills (though you'll have to work on your own to find them through the various tools available).
Cons: You must be a self-starter, who is able to figure things out on your own, and you must be able to advocate and promote yourself and your successes. There is little domain mentoring, and many team members report to managers outside of their domain/expertise. Managers do little to nothing to advocate for their team members. While the greater IBM does have clear paths for promotion (from a band/pay grade level perspective), career growth discussions with managers are relatively fruitless, and it is difficult to get their support in setting up a growth plan. There is little advice/mentoring in what training to pursue to grow in your area, but if you are willing to do the digging and research yourself, there are really great tools and self-paced training available. Employees are often responsible for finding their own projects to be staffed to, as staffing team members are focused more on filling open project roles than getting benched team members into roles.
Advice to Senior Management: Lower utilization requirements for managers so that they can afford to invest more time in their people. Measure manager performance on the success of their employees so that managers will be motivated to promote and advocate for their teams. Provide at least one strong manager per each discipline/domain area, and align employees to report to a manager within their expertise/role. Provide a claim code for mentoring/managing activities that will count as productive utilization, to encourage junior team members to seek out senior mentors, and encourage senior employees to invest in junior team members, without feeling that they are going to be penalized by spending those hours on non-billable work.
Pros: The individuals at the company are quite knowledgeable given that they have been at the company for a long amount of time. You get access to the large library of technical information in variety of fields.
Cons: I have been with the company for a little over one year and I will tell exactly what I have went through. In title I said that it comes with a steep price, turns out I am not even making one fourth of what my client is being billed for hourly. My annual salary is 40k and IBM kind of knows that fresh graduates will fall for it, so they low ball you.
Second I am an individual who cannot sit steady and I like to keep progressing and learning new things. IBM is not the place if you are expecting to progress/develop your career. You are treated as a disposable asset, where if one leaves another takes their place. I like to take on challenges, but after a couple months the work gets stale as there is nothing challenging about it and it's more like a daily chore where you don't get to learn much or you get placed on a project where the team lead has no idea what is going on; believe me I have been through both scenarios.
After a year, I really think that rather then being able to progress on my career path it went backwards. You may ask why stay if I hate it? Well I am not here for long, only until the end of Dec 2014 and then I am out. :)
Advice to Senior Management: Overall I would say the management is flexible but again it does come with the stone etched 90's corporate environment. In my 1+ year at IBM, I have yet to see them include any of the smarter planet concept in the day to day life and move out of that stone etched 90's corporate mindset.
Pros: The people I got to work with were, for the most case, top notch and great to work with. The technologies we worked with were interesting and working for a company like IBM provides you with lots of perks due to their enormous bargaining power.
Cons: In the last few years, the management has looked to slash costs and in that strategy, they are losing much of the knowledge base as they look to trim those that have the higher salaries and instead hire fresh grads. For that reason, much of the morale, particularly in software group, has gone downhill.
Advice to Senior Management: Start focusing again on getting your employees motivated and they will then work harder and provide the fresh ideas.
Pros: There's a brilliant group of strategy folks from the PWC era that have tried to cultivate the same culture that led them to success but the firm does little to cultivate internal talent below the associate partner level, particularly millennials to retain the next generation of strategic talent.
Cons: Poor incentives, poor usage of resources, very little reward is given to going above and beyond on proposals or client engagements.
Advice to Senior Management: Review process year end is terrible. Can't understand how folks who had millions associated with potential revenue and glowing reviews from partners outside their practice can get rated as average or sub par just because utilization came under target. At some point there needs to be a qualitative cost benefit particularly if the individual has been asked and is contributing to building up the new business pipeline.
Pros: This is one of the largest technology companies in the world. If you put your mind to it, you can easily advance anywhere and fit a vast number of positions. The company has many resources and seems to pay well. Many very intelligent people (tech side at least), and you have a wealth of knowledge and potential at your hands. Not to mentioned the message this company's name sends on a resume for then future.
Cons: Some employees, especially sales oriented are very process heavy, seem like drones, mindlessly following the norm. As an Engineer, my work with other technical side people has been great, but the sales side seems solely interest in closing, making money, and moving on to the next. (I know this is what sales is, but some I've noticed will throw their own co-workers under the bus whenever convenient.
Advice to Senior Management: Drop some of the bureaucratic management and re-structure your company culture. IBM seems to want the culture to be boring, dull, and just business. Learn from the startups of the world that you can mix work, fun, creativity, and a cool atmosphere, and your employees will thank you for it.
The longer you stay, the more crap they would send your way. Why do you waste precious weeks of your life worrying about all that? Do as I did: get another job, submit your resignation letter and get out. I am now totally free from having to worry about nonsense like "Will I get PBC3?" "Will I be put on PIP?" "What would be my RA package?", not to mention the endless sequence of "newsletters" "communications" and"social messages" from every executive and his dog. In hindsight, I find it amusing to recall how much time I wasted on that crap. Life is much better now. -CleanPro-
Alliance reply: To all, please do not send any more comments about getting out of IBM. The purpose of the Alliance is to advocate for employees, to fight back and to organize. We are not in the business of encouraging people to leave.
All of my talented co-workers have left for greener pastures. Other friends outside of IBM work less, have more fun, and make much more for equivalent experience.
As soon as I started applying the potential employers lined up. Signing bonuses of 50K+ and 50% raises are fairly common for those in Raleigh and Austin, California and others easily command much much more. My advice to all is...get a job outside when you have a job inside. When IBM replaces you (which they will!!!) with a cheaper international based resource, your negotiation power in a new position will be next to zero. -Band9TechnicalResource-
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