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6, 2000 April, 2000

Highlights—January 24, 2015

  • Technology Spectator:

    IBM Australia set for first round of job cuts. By Fran Foo. Excerpts: IBM Australia appears set to commence the first round of job cuts in the new year as it continues to defend its reputation against the Queensland government’s “sustained attacks”.

    The Australian understands the latest restructuring exercise began last week with about 400 positions potentially affected.

    One person close to IBM, who declined to be identified, said morale was “extremely low” at the company. “Workers say anyone could be next and that’s the thinking they go into work with everyday,” they said.

    An IBM spokeswoman didn’t reveal specifics but said the company “continues to rebalance its workforce to meet the changing requirements of its ­clients”. “We continue to hire for key skills in Australia and around the globe,” she said. ...

    The computing giant and the Queensland government are gearing up for a courtroom clash on February 19 following the much-publicised botched payroll implementation.

    The Newman government, in caretaker mode for the January 31 poll, alleges that IBM engaged in misleading and deceptive conduct to bag the deal. It wants compensation for a system that’s estimated to cost taxpayers $1.2 billion to fix.

    An IBM spokeswoman said it was “another example of the Queensland government’s continued efforts to shift blame for its own failings” on the project.

  • BusinessInsider UK:

    IBM's CEO Just Missed A Big Opportunity. By Julie Bort. Excerpts: There's no question that IBM is undergoing a huge and painful transformation. Chairman and CEO Ginni Rometty is doing a lot of things right to navigate IBM through it.

    But Tuesday was a pivotal day for the company and she was no where to be seen, missing a chance to show leadership. ...

    But this wasn't a typical earnings report for the company. In October, at the last quarterly earnings, Ginni Rometty had some particularly harsh news to share: She had to tell investors that IBM was abandoning its years-long promise, made by her predecessor, to hit $20 earnings per share by 2015, a plan internally called Roadmap 2015.

    The news in October sent the stock into a tailspin from which it has yet to recover. However, that decision, as we argued at the time, was the best decision she could make for the long-term health of IBM.

    Until she abandoned Roadmap 2015, IBM had been twisting itself into pretzels to grow profits, even though a massive shift had since occurred in the enterprise tech industry that caused the floor to drop out from under IBM's revenues. ...

    IBM did all sorts of financial engineering to keep profits growing while revenue began to tank: layoffs, shedding business units, spending billions on share buy-backs to reduce the number of shares in circulation (even issuing debt to pay for the buy backs). ...

    Typically IBM leaves CFO Martin Schroeter to meet with analysts on his own to talk about the quarterly financials.

    But when the time came to ditch Roadmap 2015 in October, Rometty broke tradition, joined the call and did the TV interviews. It was good that she showed up.

    When asked at that time about the the new plan for 2015 and beyond, she promised IBM would reveal that stuff at the next quarterly earnings report.

    IBM reported earnings on Tuesday, but Rometty was not on the phone. She did not do the TV interviews. CFO Schroeter was back, on his own, explaining how the company's transformation was going. ...

    Still, this was a leadership miss for Rometty when she can ill afford it. She has a mere 48% approval rating from her employees, according to job hunting site, Glassdoor.com.

    In comparison, other CEOs who are also leading their companies through a transition are using every opportunity to be visible and articulate the vision and the turnaround plan. ...

    Being a great leader doesn't just mean biting the bullet when things go wrong. That's important. It's also important to share your vision as clearly and as frequently as you can. IBM needs Rometty to keep showing her personal leadership throughout this transition.

  • Bloomberg BusinessWeek:

    IBM CEO to Face Five Key Questions After Ditching Profit Roadmap. By Alex Barinka. Excerpts: IBM Chief Executive Officer Ginni Rometty will report earnings for the first time since she ditched profit goals inherited from her predecessor. And with shareholders losing patience with the technology behemoth’s transformation, Rometty needs to reassure investors that International Business Machines Corp. is on the right track.

    She’ll need to come armed with a specific plan to refocus a massive organization of more than 430,000 employees on industry-changing trends like cloud computing and the proliferation of smartphones. If she joins the earnings call, investors and analysts are likely to pepper her with questions about how IBM will start increasing sales again and what the financial expectations are for 2015.

    Selected reader comments follow:

    • IBM is done. Toast roast histo baby. Warren will kick himself for making the one bad investment in technology. Actually the only tech company he ever bought.
    • No it's not done. There is lot of criticism of IBM that is valid. But, IBM also has some brilliant folks as it's employees.
    • Many brilliant and hardworking IBM employees have been terminated in the never ending job cuts. Morale is rock bottom. Ginny better start paying attention to employees. There already is a slow burning revolt going on. Sell offs, off shoring and job cuts have decimated the IBM US workforce. Workers are tired of being forced to walk the plank for uncaring executives.
    • And MANY of the core solid, hardworking, smart (not brilliant but productive) employees in the Global Services division have also just quit in disgust.

      They have hollowed out the skill base (replacing it with cheap but largely ineffective outsourced or cheaper, less educated domestic labor). How have they managed to (mostly) cover this up? Consolidating skilled organizations. Less skilled technicians, but at least they can be found in (say the US organization) to deal with emergencies. (Yes, not taking care of the customer with enough skilled resource does, over time result in more emergencies to deal with -- as well as a trend toward unhappier customers. (Go figure).)

      I left that organization in disgust in 2007. My friends who have stuck it out so they can get full retirement report that the situation continues to slowly deteriorate.

      The current destructive trend started during Lou Gerstner's tenure. Turning a loyal, productive workforce which was encouraged to produce into a "hanging on but hating it" workforce, encouraged to save money at all costs (including their own career opportunities) has to let the damage show eventually.

      I think we've gotten there. I don't expect empty platitudes from clueless management about "the cloud" to somehow even come close to magically fixing this train wreck.

    • Lou Gerstner broke the morale of IBM US Employee. Once IBM started to Lay Off employees, Respect for the individual was lost and morale was gone forever.

      IBM needs a new management team staring from the top. Managers in IBM have no education, no leadership qualities, have no communication skills, no clue of the process their managing.

      An IBM manager becomes a manager in IBM because he is a golden boy, and can play the political game very well. If IBM does not change the way their executives and managers are selected, IBM will continue to decline in revenue.

    • Remember: innovation, being a quality company, happy customers all mean nothing...its just "stockholder value"...which...she cannot maintain...the end is near.
    • The backbone of Global Services is long-term large scale outsourcing. You cannot manage a business to quarterly results when your customer has signed up for 5 years. (Or you can, but your customer gets jack of your unreliable performance driven by your internal cost targets, spending freezes, skills losses, resource shortages, directives from your regional head office that ignore local conditions, and eventually just marginalizes then removes you.)

      Outsourcing is reliant on reputation more than anything. Customers want to reduce their cost, their risk, and seek a competitive edge. If they have reason to believe your tech company can do that for them, you're in the door. IBM's reputation as the reliable choice has been demolished as the skills just aren't there any more.

      When your market differentiator was once "No one gets fired for buying IBM", that's a long, long way to fall, yet somehow IBM's decided competing on cost is a better choice - and have discovered they were wrong.

      You cannot compete on cost when your internal reporting and management overheads are ridiculous, with multiple overlapping systems managing every aspect of the business and multiple redundant information channels required by multiple layers of executives with no readily apparent function.

    • Lower productivity in the services organization? Really? Ginni has laid off so many key staff members that they can no longer deliver effectively. The idea of the "liquid" resource that says "one body is the same as another" is simply rubbish and it's being proven out every single day. The board of directors can fire her now. and start a new path...but it may just simply be too late. Laying off key staff is not how you fix a business. IBM's day is nearing an end.
  • Financial Times:

    IBM sales 11th straight fall amid business revamp. By Hannah Kuchler. Excerpts: IBM reported a decline in revenues for the 11th consecutive quarter on Tuesday, as it tries to divest unprofitable businesses and focus on cloud computing, big data and cyber security. ...

    Despite the overall decline last year, Ginni Rometty, IBM chairman and chief executive, said the company’s “strategic” businesses of cloud, analytics, mobile, social and security grew 16 per cent in 2014 to represent 27 per cent of revenue. These businesses are forecast to grow in double digits next year, the company said.

    “They’ve got to get that revenue growing. How are they going to get there?” said Dan Morgan, a senior portfolio manager at Synovus Securities Inc., which manages about $10.2 billion including IBM shares. “We want to know she’s trying to put some sort of timetable together.” ...

    IBM’s billions of dollars spent on stock buybacks, which help boost earnings per share, have become a point of contention for the company. Chief Financial Officer Martin Schroeter has defended the strategy, writing that it’s a “false choice” to think IBM has to choose between reinvesting in the business or returning money to shareholders.

    Has Rometty spent the $6.4 billion remaining in its repurchase program as of October? Does the company intend on being as aggressive with buybacks? Or, will it allocate more money to capital expenditures, research and development or acquisitions?

  • Seeking Alpha:

    IBM: A Ship That Is Taking On Water. By Josh Arnold. Excerpts: Tech dinosaur IBM came out on Tuesday with its quarterly confession that it is a dying business and the results spurred investors to do what they always do with IBM results - sell. IBM is suffering mightily from irrelevance and years of blind mismanagement and the results have shown exactly what everyone already knew; this business is in a lot of trouble. But you don't have to take my word for it, just have a look at this chart. ...

    The quarter, as has become custom, was ugly. Revenue was down an eye-popping 13% as sales were crushed by weak demand. EPS was a bright spot as it was 40 cents ahead of expectations but it didn't matter; there was too much here for investors to care that EPS came in high.

    When I last looked at IBM I called the company directionless as the stock continues to lag virtually everything, including the major indices. My gripe at the time was that IBM's years of trying to game the system through financial engineering has left a business with no strategy or purpose other than to try and produce free cash flow that can reduce the share count and boost EPS. It's as though IBM's management doesn't realize they're running a business. It seems to be a game to them to try and engineer their way to EPS growth. But it still isn't working. ...

    Even the company's services backlog took a beating, losing $15 billion during the quarter. The lone bright spots for revenue? Cloud-delivered services skyrocketed 75% and security revenue added 19%. Those are great gains, but not nearly enough to overcome the rest of the ship that is taking on water. I applaud IBM for trying to add sources of growth, but it's just not enough right now. And I'm afraid by the time it is enough the rest of the company will be so small it will be too late.

  • Bloomberg:

    IBM’s Efforts to Shift to Cloud Come With Profit Sacrifice. By Alex Barinka. Excerpts: IBM is banking on the cloud to drive future growth. For now, that shift is taking a toll, as fourth-quarter results and the 2015 profit forecast show.

    Chief Executive Officer Ginni Rometty is focusing on returning International Business Machines Corp. to growth through new initiatives like data analytics, mobile and cloud computing -- where technology is delivered via the Internet, instead of stored onsite. Cloud computing gives clients more flexibility in ordering software and can limit their need for IBM’s servers and mainframes, crimping profits. ...

    “For 2015, specifically, we are dealing with some transitions in our business,” Martin Schroeter, IBM’s chief financial officer, said on a conference call with analysts. “For example, while we are fully participating in the shift to cloud, margins are impacted by the level of investment we’re making and the fact that the business is not yet at scale. We will see some year-to-year benefit to margins in 2015 as the business ramps, but we won’t be at scale.”

  • The Register:

    Big Blue weeps as another 8% slips off its storage scales. IBM's still swimming in billions of dollars, mind. By Chris Mellor. Excerpts: When is Big Blue's storage slide going to end? IBM's latest quarterly and full year fiscal 2014 results show an unabated fall in storage hardware revenues, with an eight per cent annual decline to $864m in the fourth quarter of 2014.

    It's a huge number, but back in fiscal 2011 the same quarter recorded $1.2bn in storage hardware sales. Charting the numbers illustrates the point we're making; IBM's storage hardware sales trend is dire. ...

    Our view is that IBM's storage is profitable overall; there is no mention of getting out of that business, but there is also no mention of arresting its revenue decline. As long as the business makes money IBM seems happy to keep it simply ticking along.

  • Glassdoor IBM reviews. Selected reviews follow:
    • “IBM”

      Current Employee — Senior Program Manager in Nashville, TN. I have been working at IBM full-time (more than an year). Pros: Many assets, talented resources, leader of technology for over 100 years. Cons: Large, static and intensely process oriented, employees are brainwashed and parsed so that the customer is not the primary focus but performance to a false scale. Advice to Senior Management: Become more nimble and return to a customer first culture.
    • “I wish management would have been honest about discrimination policies against women software engineers' ceiling.”

      Current Employee — Advisory Software Engineer — 27 Years in Boca Raton, FL.

      Pros: I started the team who developed the first speech recognition software on PC's and embedded products in 1993 in Boca. The extended team included executives, Yorktown research scientists with PhD's, and direct report employees. We worked on great technology, implementing the first speech-enabled Netscape browser in 1995. The rapport and support from executives in Watson was exciting as were the great products we created.


      • Being a woman Software Engineer, I was denied promotions beyond "Advisory" level, even with 27 years of successful projects, products and manager ratings. Many people thought I was Senior level because of my work and responsibilities. Several Senior level men held the same job I had after I did it.
      • The current CEO got her props for bringing the PriceWaterhouse people into IBM and spent HUGE $$$ doing it. At the same time, executive management didn't have the cahoonas to fight the battles necessary to win at the personal somputer business, in spite of having invented it and Microsoft's antitrust judgement. And they decimated the skilled developers from Boca into NC and TX in 1996.

        OS/2 Warp 4.0 was shipped in 1996, at the same time, moving 400 developers to Austin. The day after we shipped the product, IBM announced there would be the last release of OS/2. So, all the talented operating system developers were told their new assignments were device drivers for AIX. My job was to be the planner for OS/2 — which is the place for requirements from the field for service releases to land.

        But, there was no money in the budget for any service release of OS/2, even though it would have been very easy to accomplish a small service release, while the skills were in place and there was great customer acceptance of Warp 4.0, due to its inclusion of VoiceType Dictation, thanks to my team.

      • We developed a lot of software that is still shipped in Windows, yet we were prohibed from investing in Microsoft as indiviuals because MS was a "competitor". IBM receives license income from this code, but there is no benefit to the IBM employees to be compensated appropriately. Our peers - those who worked jontly with us on the "New Technology" in the 1980's and 1990's at MS are many times over, multi-millionaires because of the tactics of Bill Gates and IBM's neglect of its own skilled developers.

      Advice to Senior Management:

      • Stop discriminating and deceiving women about opportunity to be promoted.
      • Pay overtime retroactively to compensate for the many hours away from families and the damage done to health of the individual software engineers.
      • Don't allow hardware engineering managers — especially senior level men into software engineer career responsibilities — as I had for the last 4 years of employment. This should be a huge red flag to HR. I was forcibly moved into a "project management" job code, against my wishes. I was never considered for software management opportunities, because of this ceiling problem I had, being a woman. There were senior level men needing jobs I had done 10 years earlier. Take a look at Joseph Walsh, who was my manager until 2004, as an example.
    • “IBM USA workers are usually very over worked and very underpaid”

      Former Employee — Anonymous Employee. Pros: Mostly work at home, and/or travel every week. Cons: Usually work 60 to 70 hours per week. USA employees rarely get bonuses that amount to anything significant compared to all the extra work hours (unpaid, since they designate you as 'professional' and therefore not eligible for OT pay). Required to work weekends, one each quarter mandatory, no extra pay, no extra time off for the weekends or for any hours over 40 per week. Advice to Senior Management: Stop working your staff to death, literally.
    • “My how things have changed”

      Current Employee — Anonymous Employee.


      • Promote from within often.
      • Work from home encouraged
      • Leading technology solutions
      • Good time off policy.


      • Salary lower than equivalent companies
      • Old boys network is alive and well, even with a female CEO
      • Health benefits better at smaller companies
      • Travel policies are strict (for those that travel)
      • Reorgs every 6 months
      • Biggest competitors are other divisions within IBM.
    • “Lost Direction”

      Current Employee — Client Service Representative in Raleigh, NC. I have been working at IBM full-time (more than an year). Pros: Flexible schedule, work-life balance, vacation first year, decent salary. Cons: Limited responsibility, no career plan, no organization, performance does not impact salary. Advice to Senior Management: Have more defined training, promotion schedule, provide more incentive to work hard.
    • “Success is not an option”

      Current Employee — Business Analyst in New York, NY.

      Pros: The flexible policy for allowing employees to work remotely is a relief to a long commute into the office. They offer good benefits to full time employees. I enjoy the work I perform, and there is good camaraderie amongst most employees.

      Cons: Based on which division and management you work for, your experience may not be the same.

      "Work/life balance" does not exist. The projects are always chaotic and almost never meet the contracted deadlines. Employees are worked to the point of burn out, due to a serious lack of project management skills and understanding of the client's industry.

      Managers come and go like a revolving door due to poor project management. There have been no less than ten management changes in the last two years alone. Brown nosing is commonly accepted, and those who do, are rewarded with above-par ratings, no matter their actual experience or lack of contribution to the projects.

      Forget raises, they are non-existent, but the expectation is that you will give all your time to the "company". Too many have sacrificed family, social lives and vacations to meet last minute timelines. Gender discrimination has been and continues be a serious issue, without any intervention from upper management. HR always takes the low road, by not protecting employees. Career advancement is frowned upon, and suggestions for improvement is not encouraged.

      For those who refuse to brown nose, you will reap the wrath in your review. The review rating system is ridiculous and unfair. Employees are never rated on their individual accomplishments and contributions, but instead rated against others who lack the skills required for the job. The current system allows managers too much leverage to to discriminate, since they are never held to proving anything stated in an employee's review. The IBM motto is, "Someone has to be 3 (worst rating before being fired). So unless you are on the "Manager's list", you will be at the mercy of a manger who may not like you, for whatever reason. If being female puts one at a disadvantage, then having a female manager give new insight into what power will do to a woman moving up the ranks.

      Out of nine years working at IBM, the last four have been nothing but torture. I work like a dog all year long, only to have it totally undermined at the end of the year. Communication between employee and manager has not existed until six months ago, but still employees are blind sided at year's end.

      It's no wonder that so many employees and businesses are leaving iBM. Seriously, who wants to do business or work for an institution on their last leg to survive and rated as the worst company in America. I am so ready to leave the status quo mediocrity, disrespect and and unprofessionalism that abounds. I am excited about my future outside these walls.

      Advice to Senior Management: Stop turning a blind eye to what is happening to your projects and employees. Communication and respect are essential to making a successful company. Teach your managers that they are responsible for the business and in doing so; this does not give them the right to use that power to boost their own personal inadequacies.

    • “Poor Work/Life Balance and Awareness of Staff Retention shall be increased”.

      Former Employee — Human Resources Services Delivery Analyst in Cyberjaya (Malaysia). I worked at IBM as a contractor (more than an year).

      Pros: Smart peers and strong teamwork spirit. If your coach is good, your days are in sunshine.


      • Over workload
      • Political environment
      • Tight delivery
      • Perks not really good especially contractors employee under care of vendor
      • Not reasonable working culture — demand to work when public holiday but only get replacement leave instead of OT claims
      • Long process and complicated procedures to follow.

      Advice to Senior Management:

      • Awareness of staff retention shall be increased
      • Line managers shall fight for the employee rights and appropriate workload for the team.
      • OT claims shall be paid instead of replacement leave if employee work in public holiday.
      • The number of permanent position shall be increased.
      • Leadership training shall be provided to line managers.
      • Lean management
    • “Interesting Company”

      Current Employee — Marketing Manager in Raleigh, NC.

      Pros: Work from home, set own hours. Good benefits. Working with some of the top minds in the tech world.

      Cons: Too many cooks in the kitchen (so to speak), employees stay in a position for six months before being transferred to another job making it impossible to follow through on projects. With so may products and services, its impossible to know what other departments are working on. Very little communication with lower level employees, people have a tendency to work in silos.

      Advice to Senior Management: Give your employees more encouragement when they do something well. Stop over working your sales teams and maybe they'll produce more.

    • “It used to be a great company.”

      Current Employee — Senior Project Manager. I have been working at IBM full-time (more than 10 years).

      Pros: Flexibility in work location (though that has been challenged, and is dependent on division), and schedule. Direct managers are generally good at working with you to provide a level of work-life balance.

      Cons: Promotions are non-existent; raises and bonuses are extremely small, if they happen at all. Managers present your bonuses and raises, but really have no control over the distributions. Risk is encouraged on paper, but not in practice. Cooperation and trust are mandated, but stacked rankings and the continual threat of layoffs create a competitive atmosphere that counters that notion. Upper-level leadership is short sighted and uninformed, but not held accountable.

    • “Slow, dated, stagnant & boring”

      Former Employee — Staff Software Engineer in Austin, TX. I worked at IBM full-time (more than an year).


      • Solid benefits
      • You can get paid to basically do nothing, if that's your thing.


      • Tons of pointless meetings
      • Clueless non-technical management chain
      • Non-competitive pay
      • Horrible proprietary workflow/"productivity" software
      • Getting anything accomplished requires wading through miles of red tape
      • Rabid focus on churning out patents
      • Culture rewards political clout, not engineering ability
      • Culture encourages isolation from your co-workers
      • Your co-workers are boring
      • Culture does not enable you to work on desirable projects or develop your career
      • Management does not listen to or care about your concerns
      • Executive management blatantly only care about earnings and nothing else.

      Advice to Senior Management:Advice Try actually listening to and conversing with your direct reports if you don't want to keep losing good people. Streamline and modernize your engineering philosophy. Streamline and modernize your productivity tools and processes. Restructure your incentive system. Focus on the growth of your employees.

    • “Big corporate and all that goes with it”

      Former Employee — Software Engineer in Hursley, England (UK). I worked at IBM full-time (more than 5 years).

      Pros: Was a great company at a department level — intelligent people who got stuff done, and a product we could be proud of. Real sense of teamwork.

      Cons: Doesn't invest in its people. Several big releases in a row, leading to tired employees. The reward for doing good work was more work. The training budget was cut, but that didn't matter any more, because at that point there wasn't any time to train anyway. Technical debt built up, and we didn't have enough people to address it.

      Advice to Senior Management: Try to think beyond the next few quarters, and invest in your software development.

New on the Alliance@IBM Site

Job Cut Reports

  • Comment 01/17/15:

    So, now there's all this hoopla about the new 'mainframe for mobile' IBM just unveiled. I see nobody calling them out on this. What exactly is a 'mainframe for mobile'? I see nothing at all technology-wise here that is specific for mobile. The PR says only that it's 'fast' and can handle x number of mobile transactions. Well, mobile devices don't connect directly to mainframes anyway. They connect to proxies in the network's DMZ layer, and then typically to some middleware stack that does skinning, mobile security etc, and both of those layers must also be able to handle the huge number of transactions before the expense of this 'fast' 'mainframe for mobile' pays off. Wouldn't it be much more impressive if we had spent those R&D, development, and marketing dollars on something from today's era of computing, where people are spending money on, like actual working cloud infrastructure and SaaS products that people want to actually buy? Aren't our customers moving rapidly to cloud and not buying mainframes?

    I guess the big 2015 RA hasn't hit yet, so much for the Jan 15 predictions. I was told by a manager that they are doing the re-org in layers, they are done at the director/VP level now and the 2nd line managers and FLMs are basically interviewing for their jobs. In my org I was told they are going from 13 managers to 5 at one particular layer. After they have the managers settled, they will begin figuring out which of us worker bees to axe. So, it will be soon, I imagine. Maybe more like the Feb 15 that someone mentioned.

    For now, grab some popcorn and snacks and sit back to see what happens this week when Ginny and her CFO do their tap dance in the 4Q results call to the street. And please, please go to the page here and see how little it costs to move that thermometer a little, be strong and sign up for the alliance. If for nothing else, to give back for all the benefit you get from this site. Certainly that's worth something! -WaitingForACallFromMyManager-

  • Comment 01/19/15:

    It seems that things have started in Australia. A number of people on client engagements given marching orders last week. More to come...I mean to go. -Going with the wind-
  • Comment 01/19/15:

    -ff- I always found the more meetings an IBM manager called or even scheduled, especially the last minute 'urgent' ones you find out within the work day are an indication, in general, of a manager (or if called by the management chain from IBM Director, (Letter Band D?) down that cannot deal with their job(s) and struggle with crisis control.
  • Comment 01/20/15:

    Got the canned "IBM values your contribution-pays competitively-you're a valued member of the team-keep busting it-no eligibility for a raise-bonus will not be funded-you are a rated the same as majority of the population" speech. What incentive is there to go above the call of duty? The job market is turning in favor of the employee. Get ready.#makinenemies -#IBM_Doesn't_value_their_employees-
  • Comment 01/20/15:

    RAs are inevitable in IBM unless you try to *do something* about them. How to do something about stopping them, or even just delaying them for months, is to shout with a unified voice and organize! This is what you see here at the Alliance@IBM Local 1701 CWA!

    At least some people now know an IBM resource action is just another IBM wordspeak for permanent firing and not a layoff and is repeatedly used just to trim costs to help maximize lousy profits due to clueless middle and upper management direction started and now stultified from that evil past IBM CEO Gerstner.

    Even worse, the thing I see in IBM non-management is sheer apathy instead of at least trying to get changes for the betterment of IBM employees (even just refusing to be labeled or referred to as a RESOURCE is a start of leaving that apathy behind) and if you don't try to take action history will repeat itself with another RA, then another, another.

    IBM is playing you as fools. Worse than a flock of sheep. Sheep are better than resources since they know how to flock together for their own protection. And when you continue to do NOTHING but keep your head down you allow the bad history to repeat and, dare I say it, maybe get even worse for the future at IBM? -Something-anything?-

  • Comment 01/20/15:

    I heard most people are getting a drop in their PBC score for last year, regardless of performance. Is this in preparation for a big RA of a now larger pool of 3s who used to be 2s? Or, is the hidden message here than anyone whose rating has been dropped down (even to a 2+ or a 2) is now on the direct chopping block? Would love to know if a lot of people got unexpected drops. I am an Alliance member, in the past, even a dues paying one. Wish everyone was. -CloudyWithAChanceOfRAs-
  • Comment 01/21/15:

    Already the weeding out using the PBC evaluation process has begun by seriously undermining the achievements and giving out standard 3's. In NL now the "Pretty Biased Comment" process is in full flow now with most employees deliberately being under rated so they dont have to pay out any bonuses. When confronted with a refusal to accept the evaluation given you have to begin the PBC complaint/refusal process which is not worth the paper it is written on. -Anonymous-
  • Comment 01/21/15:

    I received an unexpected 3 rating. I agree with comments stated at this site that PBC is a farce. Thank you for keeping us informed, Alliance. I am a supporter. -Anonymous-
  • Comment 01/21/15:

    When your IBM manager tells you there is very little or no money for bonuses/raises this year, remind them that for 2014 IBM had $92.8 billion in revenues with a net income (aka profit) of $15.8 billion. That is 15.8 billion with a "B". If IBM took just one quater of those profits, they could give every IBMer in the world a $10,000 bonus. $4,000,000,000 Profits / 400,000 IBMers = $10,000 -NoBonusForYou-
  • Comment 01/21/15:

    You can add me to the unexpected PBC 3 rating. No warning, bland excuses from 1st line. Started the appeal process. Time to move on... just buying some time. -Anon- Alliance reply: All those getting dropped should file an appeal. Bog the system down.
  • Comment 01/21/15:

    I am amazed at how evil IBM and it's management is today. My FLM wanted to get two bodies for the price of one. I was the oldest so like a sick gazelle in the African safari, I was target to be killed. They trumped up bad performance reviews and then RAed me to hire 2 young college grads with no family. My PBC and RA were engineered by my FLM and SLM and rubber stamped by the idiot "country manager." I tired to appeal this on the grounds that I am a hard working employee and I had very young children and I was the only one working and my age would make it harder to get a job fast.

    I also needed medical for the kids. The IBM guy was very rude and told me if I don't sign and take it and go, he will very likely take away any severance benefits. There was an employee who was the FLM's friend who go to stay and was promoted. This employee hardly did any work and knew very little. IBM is one of the worst companies of third world standards I have ever worked for. This company simply cannot survive with these standards. -FED-

  • Comment 01/21/15:

    "Extensive experience + provided valuable insights + led improvements + close collaboration + timely and patient + valued member of the team" = 3, among the lowest contributors this year. (Not unexpected, but still painful.) -16YearsAndCounting-
  • Comment 01/21/15:

    Well, it happened. My first 3 on a review in 15+ years. In the last year I have continued my old job as it slowed down and taken on the role of one retiree and one "resourced" position. So, technically I'm doing at least TWO FTE jobs.

    Today I got a 3 on my PBC review because of "relative" contributions. More in my band had higher "relative" contributions. I asked if I had completed the ONE thing I had tried to do and failed, what would my rating be then. The answer. "2". The one thing I didn't do was purely customer based and the customers weren't interested. Anyone hiring? I have over 35 years in the industry. I'm done. -Ben Dover-

  • Comment 01/21/15:

    The PBC system is a shame in IBM. Managers are only interested in bonuses and promotions. They couldn't care less about their employees. Isn't it interesting that IBM executives have great perks and contracts, but they are totally against the rank and file to have a contract to protect their families and jobs? They know that the way the current management team in IBM is today, a strike would be called. They are so fearful of a union in IBM. Ninety eight percent of the executives and manager are totally lost on what is going on in their department. further more they couldn't care less. IBM US needs a union. -ANA-
  • Comment 01/22/15:

    Hello there, please add one more PBC 3 unexpected. I was told that was orders from above; they added more PBC 3 this year for each FLM. They are unable to pay bonus. -no_name_no_dignity-
  • Comment 01/22/15:

    "Alliance reply: All those getting dropped should file an appeal. Bog the system down." Interesting plan, but for most would probably result in a rubber stamp approval of the FLM's decision. It's sad that ibm'ers haven't worked to organize an NLRB certified union - a union contract could have given them a real grievance process (and perhaps a better appraisal process), with legally binding arbitration by a neutral third party, instead of having their futures decided by company management. -Dave G-

    Alliance reply: The advice is meant to be used as collective action. Regradless of IBM FLMs using a rubber stamp, IBMers acting collectively to impede the system itself, from functioning the way IBM abuses and fires their employees, is a good way to make IBM aware that the employees are fighting back in a group effort. That's the purpose. It's a small step; but once taken, becomes a loud collective voice. Do something collectively!

  • Comment 01/22/15:

    Hello. Been at IBM 2+ years. Got 4 managers in that time. Have a government and pod lead that says I am doing a good job. Then my pic came for 2 years I have had ratings of 2. Today I got a 3 due to silly bs excuses. -2 years-
  • Comment 01/22/15:

    -CloudyWithAChanceOfRAs- First are the RAs then there will be the PIPs. 10% of workforce are expected to be PBC 3 (mmm how do I know you ask — well beyond the talk I saw an email from a senior VP stating that 10% should be given a 3 and they will then be on PIPs with the intention of managing out of the business — no RA's). And, unless you are on the RA list you will then suffer the indignity of the PIP. So that's perhaps 40,000 people who management wants to force out. Imagine if all the 40,000 stood up collectively then maybe something could change. What a gutless act by people who are cashing in their shares and getting bonuses. Perhaps someone can set up a mechanism for collecting numbers on the suicides that result from this. -3 is not a nice number-
  • Comment 01/22/15:

    I received the PBC rating of 3 yesterday. I was in shock because I've always been the 2+ performer. IBM managers are the robots with the check lists on their hands. They have no integrity and human moral value. I've appealed my rating. Look like the RA is coming and they need to fill the status quota. -Eric-
  • Comment 01/22/15:

    And you all just hold your breath and wait for the RA...

    Now due to the expected woeful IBM 4th QTR results IBM has less money for stock buybacks. That's bad for IBM financially-engineered cooked books. Very bad for IBM executives. I can see IBM raising money for a bigger buyback by instituting "Pay Reordering" for all number bands (2-10). Supposedly, IBM management with bands D-A have much of their compensation 'at risk' already so that is why they couldn't be pay reordered.

    The Pay Reordering is not a pay cut; you just get less money in salary and hourly pay if IBM stock price makes a high water mark for a particular date when you might get your pay reordered totally back to what it was. Don't think this is possible? Remember re-banding and Pay Remixing? How about your 401k match? Call it all the "Great Holdback" which might have been a drop of poison left from Roadmap 2015. IBM also gets a 0% loan; all on part of your pay.

    With a union contract this could all be avoided completely and you woundn't have to worry about this if you make it through the next RA. -ItCanHappen-

  • Comment 01/22/15:

    Let's blow the door off the IBM PBC 3s handed out. If we can figure out how many PBC 3's there are then the Alliance might be able to estimate an RA number for the next RA before IBM announces one. Can the Alliance set up a PBC 3 counter on this website? Just ask for: On PIP (Y or N), IBM site & building, IBM division number, IBM division head for demographics and validity. Just a thought. -GinRumetty-
  • Comment 01/22/15:

    I think the percentage of PBC 3 is at least 15% now. Maybe close to 20% for non-management. -anonymous-
  • Comment 01/22/15:

    PBC rating of 3 today...16 years of 2+. I was shocked. I'm trying not to take this personally but it's a tough one to swallow. -Soon-to-be-ex-ibmer-
  • Comment 01/22/15:

    Well it's happened even though I am in the retirement program being offered; PBC rating of 3 after 15 years of faithful service. Even though I only work 3 days a week I am still considered a poor performer? The decisions weren't made by my first line, but 2nd and 3rd line, which are overseas. Even though I am leaving at the end of the year and my workload is supposed to be lighter they still give the excuse that you're a fine worker but you have to do more. So again, there is conflict between what the VP of the Early Retirement program stated in her email to join the program and reality at IBM...don't trust them...they all lie. -Justanothernumber-
  • Comment 01/22/15:

    Cringely's prediction can't be true; 26% of the company worldwide is over 100,000 people RA'd. -Benjamin-
  • Comment 01/22/15:

    I received my PBC 3 (yesterday), which I was expecting. I can confirm that everyone who receives a 3 automatically goes on a PIP. You have the option to leave IBM with a minimal separation package (I don't have those details yet), or try to improve your performance. My situation is unusual, because I moved to a different team in Q4, and my rating came from my old manager. My new manager doesn't agree with the result, and has gone to bat for me and worked out a deal where I can stay without doing the PIP (there are conditions), but I can also take the money and run if I so choose.

    My manager confided in me that the new "automatic PIP" plan is just a cost cutting measure that allows IBM to get rid of people without the expense of an RA. Most importantly, he told me that no one who goes on a PIP will succeed, you will fail and leave IBM with little or no severance.

    So, if you got a 3, you will be put on a PIP. If your severance is more than you would make staying until the end of the PIP, take the money and run, because you'll leave IBM either way. If you stay, you'll create extra work for your manager, so some of you might choose that option :-) You will not be part of an RA, this is the best deal you will get. Once I get the details of the PIP package I'll post an update, unless someone else does so first. -Survivor-

  • Comment 01/22/15:

    I agree that everyone should protest their PBCs. I did so and won. The first part of the appeal will go to your second line who will not overturn the bad PBC rating. They are part of the team that mandated a bad rating. The second step in the appeal process is to go to an arbitration board consisting of 5 of your peers - people with similar band levels. I did this and won. It took a lot of time on my part, and on the part of my FLM, SLM, HR, and my witnesses.

    Two people testified for me. I was warned by many that this could affect my career (even though IBM allegedly has a no retaliation policy), and I think it has, but there are no careers at this company anymore. Even if you don't win, you make them back up their decisions, shine some light on the dishonesty, and show them you aren't their patsy. What is the worst that could happen? You are going to lose your job anyway.

    Make them work for it, these people who are willing to do the dirty work for the board of IBM - the board who are taking money out of the company millions at a time, cooking the books, treating it like a cash cow, performing re-org theatre for the sake of wall street, and getting rich while they pretend they are trying to run a company. -SC-

  • Comment 01/22/15:

    Names were selected in December. Meetings are Jan 28. -Cringely is right-
  • Comment 01/22/15:

    Just got my wonderful 3 rating, in fact all the new people in my group got 3's...I'm sure I'll be on the RA list. Quite frankly I'm ready to go; not thriving just wasting away. Does one know how to go about contesting a "3" rating? I know its useless but want to clog them up if it helps. -IveBeenMisled-
  • Comment 01/22/15:

    I am 55 years old. I have been an outstanding IT employee since graduating college many years ago. I have always received praise for my work and was a manager at another company before being outsourced to IBM ten years ago. When I first started I received 1s and 2+s. A few years ago IBM made receiving a 2 justifiable. Today I received a 3 out of the blue after hearing nothing but praises and receiving Blue Points this year. It is insanity and I cannot process something this crazy. -CA-
  • Comment 01/22/15:

    @Justanothernumber Are you saying that those who volunteered to partake in the Transition To Retirement (T2R) and were expected to leave by 12/31/15 are now being targeted with 3's and PIP being forced out earlier? -Anon-
  • Comment 01/22/15:

    So it appears that no matter how hard we have worked, the fix is in. Ginny and her gang are just going to drop our PBC's and dump us. We, the ones that have been holding this company together should say "Enough!" and strike. -Joe Hill-
  • Comment 01/22/15:

    It seems that not only are 3's being given out, but to more long term employees. Age discrimination...but masked by a "poor performance" with a PIP that will allow IBM to fire people without having to pay high severance packages. Ginni can sit and smile and say "we removed those who weren't good enough"...meaning we found a way to lower our layoff count and costs to make it look better to the media. -Not blue anymore-
  • Comment 01/23/15:

    So Ginny gave her guidance for the year and all the minions added their brown-nosing comments to her blog. She mentioned there will be GDP this year, but surprise, surprise, only 2 and above can get it. Also she told a story of a neighbor in the elevator of her condo that mentioned to her they bought 5K shares of IBM and this person said keep up what you are doing.

    First we don't all have rich neighbors who can drop 750K on stock so I don't see how that is suppose to make us feel. Secondly, she needs to stop what she and her cronies are doing since it is not working.

    My FLM, has not given anyone on our team our PBC rating as of yet and he wants all of us to work this weekend to resolve any outstanding issues for an upcoming release. I suspect (actually I know) he wants to delay telling us since whoever got a 3 would definitely not be working this weekend. I agree with most other comments, the majority of FLM are incompetent and lack leadership skills. I guess the apple does not fall far from the executive tree. -Mr. Wonderful-

  • Comment 01/23/15:

    Got my first PBC3 this year. No talks about the PIP at the time of the appraisal. At what point of time should I expect it? Don't mind being RA-ed, but I'd rather avoid all this PIP deal, since I want my full severance and a right to claim Unemployment. Anyone who is affected and/or has proven info about the PIP, let's keep each other updated! -PBC3ThisYear-
  • Comment 01/23/15:

    So, I've been a "1" for three years as a project manager on a major account. The account is totally making profit, insane amounts of profit. I have letters of commendation from very high level execs etc. So I get dropped to a 2+. Why? Well we have younger people on the team that feel they are not making enough money and have complained. Really? This is supposed to be a rating system, not a ranking system. What bullshit.

    I work literally every single weekend, 24x7. The client calls me if a fly shits in the trees. I have no life. My wife is about to leave me and after 30+ years of this I don't blame her.

    The client is offering me a job. I think it's time to move on. And, please, please, please, don't equate my minor problems with those dropped to a 3. I feel for my brethren and how this company is screwing them. My problems are minor in comparison. I'm at a crossroad and maybe you are too. -Ben Dover-

  • Comment 01/23/15:

    Deepest condolences to everyone who recently joined the Terminal Three club. I'll never forget the "but" from my manager's mouth in my PBC evaluation that marked the end of my 28+ years with IBM, a couple years ago. It can take a little while to redefine yourself when you've called yourself an IBMer for so long, especially knowing that those giving you the boot are likely not a fraction the IBMer you were at heart. But you move on and do what you have to. Good luck! -empathetic-
  • Comment 01/23/15:

    If I were a customer, and after seeing this level of duplicity and treachery on the part of IBM management, I would have to be an idiot CIO to trust anything IBM. Regardless of cloud or security or whatever Ginny is pushing, nothing can succeed if you have no honour or are worthy of any trust. The name IBM no longer carries these qualities — which is far more valuable for gaining new business than Watson or Dickson or wiz-bang analytics or shiny new buildings in NYC. Ginny and the whole corrupt cabal should be fired and arrested for ruining an American icon. -Foo Bar-
  • Comment 01/23/15:

    Definitely got a PBC 3...not shocked at all really with everything that has been happening. I've only been with the company 2.5 years and have had 8 different managers! I do have a question for those who are saying employees who get a PBC 3 and put on the PIP plan will not be offered a severance package if RAed...is this information accurate? -WaitingForTheCall-
  • Comment 01/23/15:

    Received a not-quite-unexpected PBC 3 this week. I am in the T2R program with a planned retirement date of 3/31 but even so I'm being given 30 days to demonstrate improvement. I wonder what they are thinking. -Time to wrap it up-
  • Comment 01/23/15:

    About 4 years ago those IBM said they would give $1000 of shares to everyone still employed at December 2015. I wonder how much they will save by people leaving before then! -Sam-
  • Comment 01/23/15:

    I'm 56 and got a 3. I'm know I'm going in the next RA, and just hit my 30 years last year. Thank god I've got my old pension plan and FHA account locked in. My question to all is do you know if it would be better to retire when I get whacked or just take the whacking and retire later? I know you can't collect unemployment if you retire -IveBeenMisled-
  • Comment 01/23/15:

    While I think his numbers are wrong, you cannot argue with the sentiment of Cringely's article. -Bored-
  • Comment 01/23/15:

    Hey all you IBMers who finally got a PBC 3 and not members here and have been looking at this board for years as what entertainment of curiosity? Well you had a nice run at IBM, but since you were not part of the solution to unionize IBM, you're part of the overall problem. Now you want to raise some hell, but you have had plenty of chances. Too late, too bad, so sad. Now you'll learn to deal with an RA. At least those who are or were Alliance members want to do something to change things better for all. -Grimm Reaper-
  • Comment 01/23/15:

    I am a former IBMer and for anyone who got a PBC 3 do you have a formal, documented job description of what your band, job family/title actually entails? Roles, tasks, duties, responsibilities, etc. Your PBC is not a job description; the PBC is an appraisal. So challenge your management on your PBC 3 and mention how you can even be appraised if you technically have no job description presented to you to be appraised against in the PBC process. By the way, with a union contract you have a formal job description in writing that spells out every detail.

    P.S. Does IBM have Employee Development Plans (EDP) anymore? If so, do they ever come to fruition what is listed in them? -sby_willie-

  • Comment 01/23/15:

    -GinniGinniWhoCanITurnTo?- "GPD WILL be paid this year, no footnotes, no caveats". If you believe Ginni then the GDP (Growth Driven Pay) is probably at the all time lowest bucket or pool allocated based on business results since most business units did not attain their scores for 2014 and there are so few PBC 1 and 2+'s to qualify for those that do get it. -anonymous-
  • Comment 01/23/15:

    @Benjamin - You have to believe the 26% or 100,000 people let go. As IBM moves to what they call 'higher value' businesses, the CAMSS stuff, they in fact move to much lower margin businesses because it is all based on Cloud stuff which is by definition low margin business. In 2014, IBM was a 92B (REV) business. REVs will continue to falter as IBM moves to these new types of business (CAMSS). In turn, costs will need to get cut further to keep the profit up. This is a vicious cycle which at the end unfortunately will kill this company. Let's organize and put a stop to this madness! -IBMer Ashamed-
  • Comment 01/23/15:

    IBM has been riding me for 2 years now and the end may be near, but I have been on a work slowdown for years too. What goes around, comes around. If they play games, hit them back with some of their medicine.

    Heard of a dept that ALL given PBC 3 yesterday...how's that for a thanks! If IBMer were united, we could do a work slowdown together and force some improvements. -Band 9 Not Doing Fine-

  • Comment 01/23/15:

    Message to -IveBeenMisled-. I got laid off last year after 38 years and was able to collect unemployment insurance in Texas until I activated my retirement. Check out your state. Also, use your FY HCRA before you leave. You do not have to pay it back. There are other things you can do to get ibm to pay as part of the RA package. The stock price has dropped $42 per share since I left last year. All I know is that Ginni was in charge during this embarrassment. That should be a big clue to the Board of Directors. -ihateibm-
  • Comment 01/23/15:

    All SoftLayer employees just got emailed that founder and CEO of SoftLayer has resigned from IBM. -BlahBlahBlah-
  • Comment 01/23/15:

    I got a PBC of 3 for the first time after 21 years. I've been 2+ for years. I got great reviews last year but our project was cut b/c of cost. Now I'm being told I didn't contribute compared to other band 8's. I was told I was "at the bottom of the barrel". Looking back I realize this isn't about me but about this company and the downward spiral it's heading. I've been told to do a PIP. I really don't even know what to think about that. I guess I'll find out my fate next week. -Tired-
  • Comment 01/23/15:

    We're still getting our 3's and RAs, but fight back! My manager called and insisted that we meet in the office on the 28th (doomsday), likely to give me RA or downgraded PBC. I hope I get the package, I want off this corrupt, decrepit, shady sham of a company and it's sleazy management. Imagine how this news of a layoff of this size will be received and what the lowered confidence will do to the market.
    1. Join now, even if as an associate member. That's $5 a month; if this site went to a pay model most of us would pay $5 a month for this info. The thermometer is moving, send a message.
    2. Go on glassdoor.com and create an account with your personal email and submit a review of IBM if you are a current or former employee. There are too many 'this company is great' reviews there, probably from people in HR or execs. You can rate the company and CEO. The review is anonymous. Let's overwhelm it with the truth. DON'T RANT, or it will not be published. Be professional and factual.
    3. Communicate all details here. Let's be organic and fight the borg. We won't win, but let's inflict some serious damage.
    4. Let everyone and anyone within IBM know about this site, we need more numbers here, certainly now even the Pollyanna types that saw us as rabble rousers will be convinced that this is real.

    I will say that I don't know who any of you are, but the best thing about working in IBM my almost 20 years has been the people. It pisses me off that good people with families and kids are being treated like this because of greed. Maybe we should all wear glittery headbands and pearly white buck teeth grills to our interviews and ratings meetings as a sign of protest. -ReadTheTeaLeaves-

  • Comment 01/23/15:

    I was disappointed but not shocked I received a 3 this year. I'm on the transition-to-retirement (T2R) program, so from my manager's perspective, it was a no-brainer; no long term repercussions. I successfully appealed a "3" a few years ago via the HR review (vs. the peer review process). The 2nd line, to save face, overturned the FLM's assessment. Never had indication I was sub-par — won on that basis. As for the PIP, my manager said it doesn't apply since I'm on the retirement transition. A feature of the T2R program is you're promised you won't be RA'd. Of course, if IBM made good on all of their promises, I'd be retiring with a pension and decent medical coverage. -Not Suprised-
  • Comment 01/23/15:

    I retired at the end of 2014. I was denied the transition-to-retirement (T2R) because they said they had no funding and then my mgr kept asking me "where my head was on retirement". I keep telling them "I told you when I requested the T2R". I gave 2 weeks notice after working for the worst manager I have ever had in both IBM or elsewhere. I'm talking the bi-polar express.

    My plea here is for those of you that either leave on your own, or get "managed out", PLEASE do not go back as a contractor. This only hurts your previous co-workers, but it's unethical and underhanded. I pray they don't call me to come back...it won't be pretty. -Time2Live-

  • Comment 01/23/15:

    Even with a fully detailed job description for a band/position, the way the PBC system is gamed by management is that the appraisal is on a curve (certain percentages are 1's, 2+'s, 2's and 3's no matter what) and they delineate via "relative contribution." Even if everybody in your unit goes over and above their job descriptions (which in a vacuum would earn them a high PBC rating), there will still be those that get a PBC 3 rating.

    This is how one can go from being told that they are doing very good work but then still get a PBC 3; yes, you did good work and completed everything you were asked to and with good quality and on time, but there were others that did more (or so they can claim). And since you are compared to employees within your unit, and not just your department, it is sometimes like comparing apples to oranges when looking at the true value of the work performed. -OutIn2013-

  • Comment 01/23/15:

    I reside in the Great White North, however I’m part Mer-Can (ya…Texas). IMHO & respectfully, I sense some believe unionizing is too politically social, or even un-capitalist. This would be an incorrect assumption. I follow the IBM politics very closely after being (wrongfully) dismissed way back in 91 (got my $$ettlement).

    Post IBM and after a business degree, my career settled in the unionized private sector. I work every bit as hard as in my IBM days, however without any of the health-ravaging stress due to management abuse. A union contract will save you (and your family dynamic), and save your company. A union contract gives you a collective voice, provides an agreed upon set of rules, and will require the group comprising Idiots Became Managers to be accountable. -Irish-American-Canuck-

  • Comment 01/23/15:

    I am truly amazed at the uptick in comments, now that the threat of massive RA's looms large. Even if Cringley's numbers are wrong, the point is IBM's CEO is yet again taking the road "most traveled" instead of the one "less traveled" (Frost). I especially have to wonder how these IBMers that are sweating in their undies about things to come, have claimed openly that they never knew the Alliance web site existed! Really? Seriously? Somehow, I just can't buy that. My opinion is that they *ignored* the Alliance for a long time, and brushed off the idea of a union because it sounded"outdated" and without merit.

    Well, all I can say is you will suffer the same fate as many other X-IBMers did in the past 15 years because you refuse to consider that collective action really IS an option. You're not a consumer regarding this. Don't act like Alliance has to "sell you something" and reach you through ridiculous "marketing and advertising" stunts. You are an IBM worker and producer of a service or product that IBM is selling to its customers. Fight for your jobs and fight to help turn this company in a direction that values customers 1st, then employees, then stockholders and lastly, IBM executives.

    Stop waiting for a queue to join the Alliance from someone else. YOU DO IT, first. YOU Take a step forward. Is it hard to do? Yes. No one in the Alliance ever told me or anyone else that it would be easy-peazy. What are you waiting for? You've been waiting too long, for what ever it is...that bus will never come. Join the Alliance. I'm a member and I have been for over a decade. Sign-up, and then get busy organizing other IBMers. Get busy fighting for your job...or get busy losing your job. Your choice. -Mr. Potato head-

  • Comment 01/23/15:

    Behind the PBC 3 rating, it was the ranking system based on "relative contribution" which was enforced by HR with the probable intent to streamline the reduction of workforce over time. While it might have achieved its intended purposes, it did not help the company overall as it demoralized employees with constant uncertainty and fears as there is no such thing as getting what you deserved by doing a good job anymore. You can walk-on-water but still can get ranked low in the pool as your peers are flying over water.

    The system is also flawed as managers could exaggerate their employee's contribution without any solid proofs. What's worse is that it discouraged team work as employees do not want their peers to rank above them. There are companies such as Microsoft which are bold enough to admit such system was flawed and terminated it. -Anonymous-

  • Comment 01/23/15:

    Folks, if you get a 3 prior to an RA you are probably out, unless your division isn't playing in the RA. However, 1's, 2+s and 2's get laid off all of the time; performance is just one criteria. Not being a 3 is not an assurance of anything. -Anon-
  • Alliance for Retired Americans Friday Alerts. This week's articles include:
    • Alliance Reacts to President Obama’s State of the Union Address
    • Postal Workers, Alliance and Allies Partner to Institute Postal-Service Banking
    • The Fight to Preserve Medicare turns 50
    • SaveOurRetirement.com Launches to Prevent Conflicted Investment Advice
    • Texas Alliance Holds Convention
    • Social Security Administration Announces Extended Field Office Hours
    • Thank You, Peter Witzler

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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