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6, 2000 April, 2000

Highlights—December 6, 2014

  • Seeking Alpha:

    IBM Cloud Wins Aren't Pure Cloud Revenue. By Joe Panettieri. Excerpts: Check the headlines in recent days, and it looks like IBM has been winning big cloud computing deals left and right, involving customers such as ABN AMRO, Thomson Reuters and WPP.

    The media headlines seemingly suggest IBM is finally pushing aside Amazon.com Web Services and Microsoft Azure, while winning cloud business with enterprise CIOs worldwide. The wins certainly come at a critical time, considering IBM revenues have been flat or dropping for 10 consecutive quarters.

    But take a closer look at each "cloud" victory and you'll discover a somewhat different reality than the media suggests: The deals also involve a healthy dose of IBM's global IT services, infrastructure management and even mainframe revenues. So while I'm skeptical of IBM's cloud victory claims, there's still potential reason to celebrate here.

  • Glassdoor IBM reviews. Selected reviews follow:
    • “You can leave we don't care...”

      Current Employee — Senior IT Specialist in Wrocław (Poland.) I have been working at IBM full-time (more than an year). Pros: Free water...for now, and welcome to the coal mine. Cons: You start low you stay low...management squeeze and get squeeze till they hate themselves. For a career growth it's easy—leave and come back one year later even with the same skills. The more you try to do the right thing, the more you get rejected. Advice to Senior Management: Use common sense.
    • “Resume Builder, Bureaucratic Nightmare”

      Current Employee — Anonymous Employee. Pros: A lot of cool projects to work on. Great mentors if you work hard to find them. Cons: The bureaucracy is a total nightmare. My manager sits in Idaho. I've never met her and she has the power to fire me at any time. It's bizarre.
    • “Consulting by Degrees is a disorganized program where the projects are boring and your work is mindless”

      Current Employee — Consultant in New York, NY. I have been working at IBM full-time (more than an year).

      Pros: IBM Global Business Services is engaged in a decent amount of very interesting and cutting edge work with their clients and if you manage to get on one of those projects you'll learn a lot and probably do some pretty cool stuff. Work/life balance has been very reasonable; I might be an exception but I rarely work over 50 hours a week. Brand name is still very well recognized and respected across all industries. At least in Consulting by Degrees, job security is pretty much guaranteed unless you do something horribly dumb. The people in general are really great, specifically in CbD.

      Cons: Where to start? Huge company means horrible communication, very disorganized, inability to pursue interests and a serious lack of investment/care in employees. CbDers are just considered a cheap resource so you basically become a victim of supply demand, i.e. if there's a need for you on a project, IBM couldn't care less if you're interested or not, you're cheap so you're going.

      The actual work and roles you are typically given is often associated with 'secretary work' or a very repetitive process. Your manager is pretty much useless and only there to make you feel like one person in the company cares about you.

      Networking to get on projects you are interested in is very difficult, be prepared for a lot of people saying no.

      The training you have every 4-6 months is a joke and shouldn't be called training.

      Very difficult to get recognized for performance and annual reviews are chaos since your manager, who doesn't know a thing about you, is reviewing you along with a hundred other CbDers.

      Advice to Senior Management: If you're going to design a 2 year rotational program that enables entry level employees to fast track to seniority, then put the incentives in place to actually keep people interested in the program and work they're doing. Design mini 4-6 week boot camps for typical areas of interest (analytics, project management, mobile development, customer experience, etc) and give CbDers the skills and knowledge they need to actually do meaningful work.

    • “Lower pay than competitors, uninteresting work, little/no emphasis on career development”

      Former Employee — GBS Consultant. I worked at IBM full-time (more than 3 years).

      Pros: Good name recognition in tech consulting. If you are looking for work-life balance, you can find it on long-term implementation projects. A lot of GBS consultants end up transferring to other IBM divisions to reduce travel/workload stress. This is common and a perk of working for a big company.

      Cons: The work is not interesting on long-term implementation projects, but that's GBS's bread and butter. Strategy is just a foot in the door. If you want interesting strategy projects, you need to find the right partners and you will spend a lot of time chasing the work. No matter how GBS positions itself to recruits, it simply isn't seen as a strategy firm by clients or peers. If it is interesting work, it's usually oversold by a partner (read: terrible work-life balance with minimal assistance/resources because the budget doesn't allow for it).

      From a promotion standpoint, delivery is only half the equation. The rest is proposals and making sure you work on visible projects with influential partners. If you're not willing to play the game, you're not going to get promoted. GBS is always restructuring, so you may have two or three different managers in the same year and never meet the person who is supposed to advocate for you. That makes building a relationship and getting them invested in your career very difficult.

      The pay...well, just look at other consulting firms on Glassdoor. You'll see the reality. The fine print is that there were multiple years when there were no year-end bonuses (despite reported division profits) or raises unless you were top-rated (which usually included literally two people). However, there are always backdoor channels to get extra pay, like retention bonuses. Again, you have to ask for it and then it's hush hush so your peers don't get jealous and ask for the same thing.

      Advice to Senior Management: Pay people what they deserve. Incorporate 360 reviews and make people management a core part of the annual performance review process. Otherwise, your best people will continue to fly out the door.

    • “Tired Culture that requires change”

      Former Employee — Sales Specialist in Chicago, IL. I worked at IBM full-time (more than 3 years).

      Pros: Generally smart workforce. Support remote work environment. Opportunities for training and development. Company still has many "tentacles" into clients and prospects in order to pursue potential business.

      Cons: Workforce is overwhelmingly apathetic and tired. Most employees are motivated primarily to do whatever is needed to cruise into retirement. No focus on employee satisfaction. No focus on enhancing loyalty. First and second layer management talent is generally weak and primarily focused on job protection and internal politics.

      Advice to Senior Management: Culture and processes that support culture are old and not congruent with new direction to sell software and services solutions, i.e. cloud, analytics, mobile. Customer satisfaction is suffering big time. Job protection is priority vs taking action to improve customer satisfaction and grow new customer business. Difficult decisions need to be made because the current product/solution mix is not leading edge nor cost effective.

    • “Hell on earth!”

      Current Employee — Senior Client Support Assistant in Hortolândia (Brazil). I have been working at IBM full-time (more than 3 years). Pros: The only pros are the benefits health, pharmacy, transport and meals. Cons: Too much pressure, an unbelievable number of extra hours. Advice to Senior Management: Close the sweat shop and leave the country.
    • “Big company, lots of red tape”

      Former Employee — Anonymous Employee. I worked at IBM full-time (more than an year).

      Pros: Employees are intelligent, professional, and definitely sweat the details. It is a big company and has big company benefits and opportunities.

      Cons: It is a big company and has big company cons — lots of red tape; company politics are outrageous; middle managers have the worse job — looking for their next jump and will step on anyone to achieve it. No trust in leadership. No communication; management makes employees feel like the they are the enemies.

      Advice to Senior Management: Communicate with your employees, not just talk at them.

    • “Good if you have no experience”

      Current Employee — Test Specialist in Porto Alegre, Rio Grande do Sul (Brazil). I have been working at IBM full-time (more than 3 years).

      Pros: Friendly colleagues who are willing to help you at any cost. Good environment.

      Cons: They won't push you to work unless they have to but when they need to, they ask for results for impossible things at an impossible time. They think they don't have to share anything with you so employees are nothing involved in changes at all. (By changes I mean minor changes as development process, or test coverage techniques).

      Advice to Senior Management: Try to listen more to your colleagues and employees. Making you the boss does not make you a leader or even a specialist at it, just means that you're good with people and management.

    • “Lost The Plot”

      Former Employee — Program Manager in Melbourne (Australia). I worked at IBM full-time (more than 8 years).

      Pros: Honestly, I don't have anything positive to say about IBM right now. Initially it was a great company to work for, but now it's all about cost savings and job losses.

      Cons:

      • Bad and demotivating environment. Extensive job cuts and with the grapevine being what it is, many people unsure of what's to come
      • Becoming a dog eat dog world, with everyone out to save themselves
      • Pitiful payrises and bonus payments (if any!)
      • Good people leaving
      • Management only in it for themselves...don't care about employees
      • Nothing at all for staff — Xmas party, tea/coffee, stationery, social functions all gone
      • Too hierarchical and approval process ridiculous
      • Redundant employees given four weeks notice to find another internal role...bit hard with a hire freeze! Stupid policy.

      Advice to Senior Management: Learn to value and reward staff more. A lot of people work very hard, for no reward while the top cats still line their pockets.

    • “You have to be in the right place at the right time”

      Current Employee — Anonymous Employee I have been working at IBM full-time (more than 8 years).

      Pros: Smart! The average IQ of the company and ability to access big thinkers, new ideas and exciting innovation is everywhere, if you are willing to look for it. The character of most of the people is solid. IBM cares about the customer and the client's success. The products IBM brings to market are typically very good quality. The overall culture of the company is good, laid back but professional...adult.

      Cons: There are WAY too many chiefs and not enough Indians. The company is so large and has so many vice presidents fighting for turf that the people who actually do the work, innovate, bring value to customers and make decisions are used until lost in the nonsense. Middle management makes bad business decisions and manages people poorly due to short-term thinking and self preservation. The overhead of "being a company" has overshadowed the value we deliver to our customers. Different divisions don't work well together and are often working at cross purposes.

      Advice to Senior Management: Fire/re-purpose half of the middle management structure. Push more people closer to the clients. Provide incentives for different divisions to work together and share the same strategy. Improve compensation to retain good talent and be faster about getting rid of the lazy. Reduce "internal enterprising" and focus more on our clients.

    • “Poor Management”

      Current Employee — Marketing Manager in Ottawa, ON (Canada). I have been working at IBM full-time (more than 3 years). Pros: Flexible work, the ability to work from home. Great benefits. Cons: IBM places inexperienced managers in roles who have no idea what their employees do on a daily basis. These managers can be rude, however an employee feels as if there is no outlet where they can address the issues with their current managers. Advice to Senior Management: Management needs to realize that they are loosing some really knowledgeable people. They could not care less about who you are; at the end of the day you are just a number.
    • “User experience designer”

      Current Employee — User Experience Designer in Austin, TX. Pros: Pays well and if hired the company will probably last for a number of years just on momentum. Cons: Badly managed, poor hiring practices, half the people who are hired quit after a year, alcohol at work creates unsafe atmosphere. Favoritism rampant. Advice to Senior Management: Scrap the design group and start over, you're doing it wrong.
    • “Management of all aspects of sales process from prospecting, preparation, revenue creation and on-going support issues.”

      Current Employee — Anonymous Employee.

      Pros: It gives you an appreciation of what happens ‘at the sharp end’ – at the customer interface. As a sales person you’ll mix with a wide variety of other people in your industry. You’ll be better informed about changes and opportunities occurring within your market. No matter what job you hold in business, you spend a lot of your time selling: selling ideas to your bosses, your colleagues, your juniors, your suppliers and your customers. To have spent some time in sales trains and prepares you to communicate effectively, and to ‘win friends and influence people’

      Cons: Rigid vertical organisational structure, metric driven environment.

      Advice to Senior Management: Managers should have a small portfolio of their own customers that they manage and prospect to keep them current and help lead by example? It would build trust with the reps, allow them to create some buzz by doing, not asking.

    • “Intern Experience”

      Current Employee — Intern in Dallas, TX. I have been working at IBM as an intern (more than an year). Pros: Work is challenging and interesting. The mentoring program is very beneficial. I learned a lot from shadowing my mentor. As far as intern compensation goes IBM offers competitive pay. Cons: No office culture. I can go a whole day without seeing or talking to anyone. My manager rarely reaches out to interns; my mentor was more like a manager
    • “Up in the air”

      Current Employee — Anonymous Employee. Pros: Flexible and mobile working. Mostly great people. Cons: Draconian focus on cost cutting. Knee jerk measures with very short term view. Back office not respected. Advice to Senior Management: If employees are happy, so also our clients.
    • “A good company with great people”

      Former Employee — Program Director in Austin, TX. I worked at IBM full-time (more than 10 years). Pros: Opportunity to have many careers within one company. Work with very smart and talented co-workers. Great history of contribution. Cons: Leadership forced to put too much focus on financial results from quarter to quarter. Excellent people are laid off when they could be redeployed within the company. Advice to Senior Management: Regain your respect for the individual.
    • “Software Engineer”

      Former Employee — Staff Software Engineer in Beijing (China).

      Pros: The environment is very good, and the job is challenging. There are also many lectures to attend from which we can learn a lot. Work/life balance is pretty good; never work over time.

      Cons: Don't allow to use any version of open source code. We can't even look at them. It is a stupid rule! IBM wastes a huge amount of time to implement something that others already implemented, such as Java. IBM write a JDK by itself! That's really not necessary.

    • “self cannibalizing survival model”

      Current Employee — Anonymous Employee. Pros: Huge international brand which helps open many doors. Cons: Very weak management in terms of financial crisis environment.
    • “So far so good”

      Current Employee — Senior Consultant in London, England (UK).

      Pros: Friendly people — in fact the people really make the company.

      Cons:

      • As an experienced hire you'd think they would have roles for you when you start; instead you have to go find roles yourself
      • Having to find roles that suit can be challenge — even when people tell you your skills are required
      • A lot of politics which are out of your control; how can you move forward with innovative ideas if you're having to get things signed off by global.
    • “Increasingly difficult work environment, lack of opportunities”

      Former Employee — Marketing in Austin, TX. I worked at IBM full-time (more than 10 years).

      Pros: Not sure why anyone would join IBM today. From compensation and benefits, to stability, to opportunities for meaningful work, it just is no longer relevant. Employees are underutilized.

      Cons: Company has been downsizing for decades; little opportunity; growth is through acquisitions; endless reorganizations and layoffs; working with management and people that don't know you — then another reorganization hits (entirely different from earlier IBM where people knew you and your skills.)

      Advice to Senior Management: Need fewer levels of management and more stability in the organization. The objectives and evaluation system is invalid. If you don't want to give raises, just don't give raises. Need to be more open and honest with employees.

    • “A big old elephant hard to more”

      Current Employee — SWG Architect in Caracas, Capital District (Venezuela).

      Pros:

      • Work/life balance. Work from home. Enter and leave whenever you want.
      • International interaction and possibilities
      • Career path can be established and you will be reminded to follow it, but this career path can be very steep.

      Cons:

      • Too much work; too few people doing all the work
      • Bureaucracy at its greatest expression
      • Internal politics
      • Archaic communication systems
      • Salaries and package not good compared to competition.

      Advice to Senior Management:Modernize. Leave the place to younger people.

    • “A sinking ship with no happy people left”

      Former Employee — Second-level Technical Support in Brno (Czech Republic).

      Pros:

      • If you have been out of the market for a while and want to get some experience, come here. It is really easy to be hired.
      • Good if you want to improve your language skills (German, French, Spanish, Italian, Russian, etc.). You will get the chance to speak to native speakers on a daily basis.

      Cons:

      • Lowest salary in the market for a similar position (and no benefits at all).
      • Inexperienced people are assigned to key roles they are not prepared for.
      • Most managers have never had international experience and that can be perceived in their daily decisions.
      • The company has high respect for its customers and no respect for its employees.
    • “Great Company...lots of smart people.”

      Current Employee — Anonymous Employee. I have been working at IBM full-time (more than 10 years). Pros: Big company with lots of opportunity. Great place to learn new skills and find your niche...a lot of emphasis on keeping skills current. Good competitive pay...wonderful co-workers. IBM redevelops itself over and over...so the company is dynamic—ever changing. Cons: IBM has its own culture developed over a lot of years of success; hard for an old dog to learn new tricks.
    • “Advisory IT Architect”

      Former Employee — Advisory IT Architect. I worked at IBM full-time (more than 10 years).

      Pros: You can work from home. Get up at 6 am and shut down the laptop after 6 pm. You will have some flexible hours during the day.

      Cons: There is no raise. No bonus except for the top 1% contributor. The bonus amount is in the embarrassing scale. The average base salary is consistently below the local market. This is their business model. Believe it or not, they are proud of it. The competent workers left for the fair market value.

      A lot of employees who are still with the company are either too old to change, or reduce the working hours voluntarily to match the pay, or just too out dated technically to compete in the market to find another job. This is the reality in US.

      In Indian, the turn-over rate is very high since they give minimum pay for the new graduates. Within 2-3 years, they left for other companies for 100% increase in the salary.

      No wonder this titanic ship is sinking. Do not jump on it unless you are fresh out of college.

      Advice to Senior Management: Keep those competent employees happy. Cost is not everything. The moral of the your employee base is not so good for years already.

    • “Lost sight of employees — too much focus on share price”

      Current Employee — Anonymous Employee. I have been working at IBM full-time (more than 10 years). Pros: Wide range of opportunities across the whole spectrum. Cons: Too much focus on the share price. Advice to Senior Management: Get back to core values of 80s and 90s.
    • “IBM India”

      Current Employee — Software Engineer in New York, NY. I have been working at IBM full-time (more than 5 years). Pros: No work pressure. You are on your own, flexibility, no dress code. Cons: No value for employees, lots of politics, poor salary, no proper recognition for the ones who actually work. Advice to Senior Management: Bring in better people managers who puts at least make a little effort for the betterment of the employee .
    • “Culture changed the last 5 years”

      Former Employee — Anonymous Employee. Pros: Great technical talent who have awesome skills. Challenging projects. International projects for Fortune 500 companies. Opportunity for travel. Opportunity to work remotely. Cons: Focus on meeting 5 year EPS goal. Less focus on customer satisfaction in recent years. Little opportunity for training. Advice to Senior Management: Focus on customer satisfaction and empowering employees.
New on the Alliance@IBM Site

Job Cut Reports

  • Comment 11/29/14:

    I recently spent time at some West Coast tech companies (large ones, not start-ups), including the company that I went to work for after quitting IBM. The difference in atmosphere is astounding. I really didn't appreciate just how downtrodden IBM engineers had become over the years. The vibe I was getting is that products and customers are what matters, and the only way to excel in those areas was to empower the people that make them. It felt like HR and Finance were a team with the Engineers and doing everything they could to allow them to do what they are good at and remove any obstacles slowing them down.

    I even spoke to a CFO who said he didn't focus on the share price, but was more concerned about the pipeline of products as they meant long term sustainability rather than one quarter's numbers. I speak to people still at IBM who tell me their managers say "it's like this everywhere" when they complain, but from my experience, that's not true. -Refreshing-

  • Comment 11/29/14:

    Rochester STG Contract Employees Furloughed. Unsure of numbers. Non-critical STG contractors furloughed until Jan 5th 2015. -member of Alliance-
  • Comment 11/30/14:

    What does a FLM do at IBM now other than check a box? Think 40 done; PA done' PBC's done; claim done; hours plan done. Do IBMers really need a babysitter? They charge X% of their time to each project but what do they really contribute to the goals of a project? #nothing -No contribution #done-
  • Comment 11/30/14:

    Did anyone get a market-based adjustment (MBA )review this year? Last year they changed it and said MBAs will be done in October and in effect December 1. Was it really skipped without any communication? Is this an IBM practice now? Pretend it doesn't exist. I'm really disappointed I didn't get to listen to the IBM pays competitively speech only to be told I'm not eligible for an MBA. That's what happens when you have multiple merit review cycles that don't keep up with inflation. Wake up people. Organize! What do you have to lose? -MBA_IS_A_JOKE-
  • Comment 11/30/14:

    There is no chance of this ship turning around with morale as low as it is. As they say in football, the entire exec teams worldwide have lost the dressing room. It really is as simple as that. This ship will sink. -IBM UK-
  • Comment 11/30/14:

    If anyone at the highest levels of IBM has half a brain (which I've come to doubt), after they are done with the massive slash in January, they will then try to build the morale of whomever is left by re-instituting pay raises, bonuses, 401k match in each paycheck. That would make sense, so I doubt they'll do it. But if they do, please don't get all warm and fuzzy. Those left need to protect themselves and organize, because it will just happen again and again. This company has no plan, no leadership, and is doomed. Remember how you were treated, support the alliance no matter what. -ItsATrap-
  • Comment 12/01/14:

    -ItsATrap- There is no chance of IBM trying to rebuild morale after the January layoff. They have never done so before and they won't start now. -longtimebeemer-
  • Comment 12/01/14:

    I mentioned two waves of exodus (one after folks qualify for their 401k match after Dec 15 and one with the RAs in February) but I forgot a third — one when the folks who have been worried about getting RA'd and have been looking at other jobs 'just in case' decide they are sick of the stress of worrying about getting cut in the next culling, the impact on their families and health and performance, sick of worrying whether they will make it to Dec 15 each year to get the match, and just leave to take one of those other jobs in a better place. IBM is inadvertently exposing its best, the ones IBM would not RA, to the job market and losing them. Idiots! -HereItComes-
  • Comment 12/01/14:

    To -MBA_IS_A_JOKE- It's complete. Only a select few in CAMSS will receive MBA this year. It is up to FLM to give you the news. -MBA_ALL_DONE-
  • Comment 12/02/14:

    Only 42% of IBMers submitted IBM Engagement Survey. Only one more day to go. Does it say anything? -Anonymous-
  • Comment 12/03/14:

    To Refreshing This is the typical response from IBM management, "it's like this everywhere". I have friends who work for a large chip manufacturing company and their management team treats their employees with respect and loyalty. This is no longer evident with IBM management. IBM needs a union to restore high moral, salaries, and benefits. Respect for the individual -Respect for the Individual-
  • Comment 12/03/14:

    -HereItComes-, my company recently hired an ex-IBMer whom you would classify as being in the "third wave." He was an Ivy-League educated engineer with 20 years experience. In the interview, when asked why he wanted to leave IBM, he mentioned the narrow scope of his job role, and under-utilization of his skills. We were surprised by his low salary, and offered him a position at a 15% increase in salary. After he was hired and started his position, he talked about the unfair rating system, and living in constant fear of unjust, illogical lay-offs. Disclaimer: My company did not hire him to gain confidential information about IBM, IBM customers, or IBM products. -Anonymous-
  • Comment 12/04/14:

    When did AMS FLM's convert back to PDM's? I have no clue what FLM's do now other than push for the completion of administrative tasks. FLM's need to have a vested interest in the success of a project. Why does this layer of management exist if they don't add any value? They charge a percentage of their time against our projects but don't contribute anything towards the project. How is that considered accurate time reporting? -PDM-
  • Comment 12/05/14:

    Although I'm busy with my Mandarin lessons at Lenovo I just can't look away, it's like a train wreck. Lee and Alliance staff, I commend your continuing to try to help those who refuse to help themselves even in the face of adversity. It's a shame that that membership drive thermometer isn't full as it certainly should be. Anybody who is reading this message, are you a dues paying member? Or are you merely a leech that drops by to get the useful information to you but unwilling to fork over the measly $15 a month to pitch in? I was a dues paying member during my IBM tenure, if you EVER visit this board, you should be too.

    My advice to the alliance is this, lock down this message board to dues paying members to weed out the riff raff from anybody who actually gives a damn. There's not a resource like this at Lenovo nor do I ever expect their to be given the communist ties. I wonder if GSK had an alliance type movement given they just whacked 900 people in RTP, or if anyone there cared. As much as I can't stand Lenovo it is actually is tremendously better than IBM. Either organize or get out (and please do what you can to float the stock back to 170 so I can cash out). Corporate America rocks does it not? I sincerely wish you guys the best of luck as you're certainly going to need it... -IPaidMyDuesDidYou?-

  • Comment 12/05/14:

    Hearing from multiple sources today that managers had to enter names into the HR tool for RA in February, exit in March. Word is that the standard packages will be provided. Words like "Ugly","Big" were used to describe, but no indication of how far reaching or a specific %. -Bracing For the Blues-
  • Comment 12/06/14:

    The IBM PBC appraisal system is a damaging farce. How is it possibly fair to assign a QUOTA (yes, it is a QUOTA) of "3" (implication of poor performance — YES, it is!) appraisals on a group of people that has already been decimated by layoffs and already has 80% of its workforce overseas? That quota of "3" appraisals has to be eaten by the remaining 20% of the US workforce in the group, of which you know, all were once the 1 and 2+ category. How completely UNFAIR is this? Why not lay them off and give them severance instead of sticking them with poor appraisals and the negative repercussions of that which they did not deserve? This is just a nasty, shameful, deplorable maneuver. Really, if there's a hell, those IBM executives who came up with this scheme will fry. -Anonymous-
  • Comment 12/06/14:

    What's worse than waiting for the RA axe to fall at IBM? Knowing that you CAN'T leave. IBM has notified hundreds of employees in Albany, Fishkill, Burlington and even employees already working at GF in Malta, that they are now stuck at IBM on "blue team" and blocked from being hired by Global for 3 years. To continue working in your highly skilled profession, to get out of IBM, you have to leave NY state for fabs in the southwest US or overseas owned by competitors.

    No financial consideration is being offered to IBM employees now trapped. Most never signed a non-compete deal. Only hope is that RA will free you from no-hire rule. IBM now has a huge team of people that must lower their performance in hopes of a RA so they can move on to greener pastures. Good for employees that want to stay as others will take the fall to fill RA quotas. Good for employees that will have an extended work vacation getting qualified for their RA, ending up with a severance check and freedom. Not so good for IBM. Idiotic Business Morons. -Stuck at IBM-

  • Comment 12/06/14:

    How very sad. Just 2 new members willing to take a stand. I do not work for IBM never have. My neighborhood though is littered with former IBMers all who left before their time. Those remaining live with the hope they won't be next or someone else will cause change just not them! I belonged to a labor union for more than 30 years I now live in part from a union pension. Are unions perfect? Hardly but after watching what IBM is capable of what other choice is there other than hiding under your desk hoping they don't come for you this time. To the folks from Alliance for years of effort I admire your willingness to stay in this fight while so many you are willing to fight for prove unwilling to fight for themselves. Whining, complaining and hoping thinks will change accomplishes nothing. IBM employees were once viewed as fortunate and respected. Now the company has become a cesspool and poster child for corporate misbehavior all fueled by greed. And yet just 2 people can muster the courage to join. Sorry but you will get in the end what you deserved. -Bingo-
  • Comment 12/06/14:

    It makes sense that the RAs (firings) were moved from mid-Jan to mid-Fed. The reporting date and meetings with the analysts for 4Q results are Jan 21. After announcing those even more disastrous results than 3Q, Ginny (through her CFO mouthpiece) will proclaim that the company is cutting itself to the bone, eliminating all dead weight (us), and "reinventing itself" by then rising up through the ashes like the mythical Phoenix. More BS and marketing engineering, but based on the recent long string of highly critical articles by analysts, everyone is hip to this dope. Only, they won't rise up, because they got nuttin'. No plan, no technology, no inspired employees. I can't wait to see how many good people say sayonnara after the Dec 15 date to qualify for the 401k match. As a Band 10 DE candidate with a long string of PBC 1's and patents, I'm hoping to be among them. How sad, I used to love this company and my job. Those left, please, please join the Alliance and fight back! -ItsATrap-
  • Comment 12/06/14:

    In GTS the RA announcement date is Jan 2, Sources tell me 15-20% of US based delivery resource. They will color it as productivity due to automation...what BS. -XIBM-
  • Alliance for Retired Americans Friday Alerts. This weeks headlines include:
    • Illinois Pension Reform Law Ruled Unconstitutional
    • Census Reports on Older Americans with Disabilities
    • Remarriages are on the Rise for Seniors
    • Growth in U.S. Health Care Spending In 2013 is Lowest Since 1960
    • Senate GOP Agenda on Health Law May Hinge on Supreme Court Decision
    • Wyoming’s GOP Governor Flips for Medicaid Expansion
If you hire good people and treat them well, they will try to do a good job. They will stimulate one another by their vigor and example. They will set a fast pace for themselves. Then if they are well led and occasionally inspired, if they understand what the company is trying to do and know they will share in its sucess, they will contribute in a major way. The customer will get the superior service he is looking for. The result is profit to customers, employees, and to stcckholders. —Thomas J. Watson, Jr., from A Business and Its Beliefs: The Ideas That Helped Build IBM.

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