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6, 2000 April, 2000

Highlights—Weeks Ending September 5 and 12, 2015

  • Unión Informática (Argentina):

    Computer Union Initiated a Class Action Lawsuit Against IBM Argentina. (Note: The English translation shown her is from the original Spanish, courtesy of Google Translate.) Excerpts: IBM In a new phase of confrontation between IBM Argentina against his own staff, company employees organized in Informatics Union initiated a class action against the company. The reasons? The usual: job insecurity, wage freeze, lack of categorization and the list goes on. ...

    The course of the relationship between the company and the Guild representing computer employees who work there, is of tensions and conflicts that are longstanding and have already analyzed and narrated along numerous articles of this website.

    What triggered this new stage in the class action lawsuit against the firm, they are nothing more than the usual problems undermining the bulk of IBMers in our country and abroad. The firm, based in the US, is firm in its convictions to deny not only the possibility of dialogue, but to deny the existence of local laws, rules, Argentine cultural patterns and even our Constitution. ...

    For more information on the status of collective judgment against the company and approach the internal committee of Union Information in IBM, please write to vocalibm@unioninformatica.com.ar.

  • Computing (United Kingdom):

    ‘We terminated IBM contract because they lacked relevance, commercial flexibility, agility and a service portfolio,’ says Coats plc CIO. By Sooraj Shah. Excerpts: Coats plc, the world's largest manufacturer and distributor of sewing thread and supplies, terminated its data-centre services contract with IBM because it felt that the tech giant lacked relevance, according to the CIO, Richard Cammish.

    Cammish told Computing that in 2012 the British company's biggest data centre provider was IBM, but that within two years, IBM was no longer a service provider to Coats plc.

    "By the end of 2014, IBM was no longer a service provider to Coats because they lacked relevance, they lacked the service portfolio, they lacked the commercial flexibility and they lacked organisational agility," he said. ...

    He said the company, which made an operating profit of $131m (before exceptionals) in 2014, is now moving to Microsoft Azure. "We could have gone to Amazon Web Services or some other service provider, but because of our strong relationship with Microsoft, we're going for Azure," he said.

    And Cammish said that the termination of IBM's contract should serve as a warning to Coats plc's other IT service providers - namely SAP and Salesforce.com.

    "If SAP are looking to increase their market share they have to bring contemporary tools to the table... it's all about relevance, they have to have the right tools, the right price point, they have to have agility," he stated.

  • Business Insider:

    Amazon and Microsoft just scored a huge $100 million cloud deal that can't be making IBM too happy. By Julie Bort. Excerpts: Amazon and Microsoft are quickly becoming the king and queen of cloud computing.

    Here's another case in point: The two of them just won a huge contract with the Federal Aviation Administration, led by IT consultant CSC. This contract will consolidate the FAA's data centers, moving data to Amazon's cloud Amazon Web Services and Microsoft's cloud, Azure.

    CSC says the contract is worth $108 million out of the gate, and because it's a long-term contract, could be worth as much as $1 billion over the next 10 years. ...

    The most interesting thing about this announcement: IBM was left out in the cold.

    IBM and the FAA have a long and storied relationship, stretching back decades. That's not to say the FAA is dropping its relationship with IBM completely, but it's interesting that of the two clouds FAA chose for this huge consolidation project, IBM didn't make the cut.

    IBM is battling big time for its share of the huge-and-growing cloud computing market and is currently placed third, according to Synergy Research.

    But Amazon is killing it when it comes to winning business from government agencies with extreme security needs. A couple years ago, it famously won a contract to build a new cloud for the CIA out from IBM. ...

    IBM had no comment on the FAA contract but a representative told us: "Through the second quarter of 2015, IBM's cloud revenue was $8.7 billion on a trailing 12-month basis, growing 70%. And IBM's government cloud business is robust and growing."

  • The Register:

    IBM tries to dodge $1bn sueball for deal won with 'ethical transgressions'. Big Blue argues Australian case over botched payroll project should not proceed. By Simon Sharwood. Excerpts: IBM is attempting to fend off a potentially colossal damages claim in the Australian State of Queensland.

    The dispute started in 2007 when IBM bid AU$6million for a payroll project at the State's Department of Health. The project blew out beyond the billion-dollar mark but didn't deliver: the Department's thousands of staff were overpaid, underpaid, or sometimes not paid at all. Those paid more than they were due have been forced to repay the State. Some are still being overpaid to this day, despite extensive remediation to the SAP-based payroll (SAP is held to be blameless in the affair).

    A commission of inquiry found that IBM committed ”ethical transgressions” to win the deal. But by the time the inquiry's report landed, Queensland's government decided to put the matter behind it and settled with IBM. The commission’s report explained why, detailing plenty of mistakes by the State government and criticising a very scanty project brief that was was held likely to result in a difficult project.

    Come 2012, however, a newly-elected government decided to pursue IBM through the courts in order to recoup some cash. Even though Queensland's government has since changed again, the new regime has continued the case which this week landed in the Supreme Court.

    Selected reader comments follow:

    • How do you do this? I can't even begin to imagine how you can expand an initial $6m bid to over $1bn - and even then not complete the job. Surely at some point - well before it's reached 160-odd times the original price - somebody in charge would say "enough!"?
    • For a payroll project? One billion dollars, even of the Australian variety, for a payroll project? Just how difficult can it be to pay the right amount of money to the right people at the right time, regularly? Even with a lot of people, gruesome tax laws, and so on? Space probes have been sent to Mars for less.
    • Utter insanity $1,000,000,000 of taxpayers money. To handle the pay for 74,000 people. And (of course) it was utterly botched and still doesn't fucking work right. They should take a leaf out of China's book, and just execute the people involved in this. It would have been cheaper to hire every single one of the 74,000 health workers an intern, who's duties consisted solely of calculating their pay for the month and then paying them it. And that would have actually worked.
    • Ha ha classic big blue cock-up. under estimated the requirements (odds on it was deliberate, lock down scope while knowing what is proposed will not work); they would have also thought they could outsource everything to India.
  • Albany Business Review:

    GlobalFoundries offering buyouts to some employees months after IBM acquisition. By Chelsea Diana. Excerpts: Computer chip maker GlobalFoundries is offering voluntary buyouts focused on the U.S. workforce. The company has invested $12 billion in Malta, New York, operations in the last six years and has hired 3,500 people. Company spokesman Jason Gorss confirmed the company is offering voluntary buyouts to an unspecified number of employees. The company said the buyouts are not targeted to one specific group.

    Analysts say the buyouts likely will target some of the IBM employees that GlobalFoundries gained in July following its acquisition of IBM's computer chip business.

  • Financial Times:

    Ex-Thomas Cook chief Green to run new IBM divisions. By Murad Ahmedand and Eric Platt. Excerpts: Harriet Green, who quit as chief executive of Thomas Cook last November, has been appointed as head of two new business units at IBM.

    Ms Green has joined the US technology group as vice-president and general manager of two new divisions related to the “internet of things” and education.

    The launch of the two divisions follows 13 consecutive quarters of falling revenues at IBM, as the company hives off lower margin hardware businesses to focus on faster growing ventures, including in cloud computing and data analysis.

    IBM said its new education unit was expected to launch this year, while Ms Green would lead a staff of 2,000 at its internet of things arm, which was created in March.

  • Glassdoor IBM reviews. Selected reviews follow: `
    • “Security Specialist”

      Former Employee — Security Specialist Negative Outlook CEO. I worked at IBM full-time (more than a year).

      Pros: It is a beginner's job or a job for those already on a pension or another family income. It could lead to other opportunities outside of IBM. When you go to other IBM sites, it's a different and better world.

      Cons: Too many to mention. Benefits are very expensive. Under staffed. GBS internal costing has you always working. Take a day off and you have to make up someone else's time off. No flex time. The job is only as good as the manager. Expect no raises. HR lied about raise and bonus potential when they knew the job had no raise or promotional abilities. To move up, expect to move out to other sites or out of IBM. Management has a "I got mine" mentality. You need a insider friend to steer you to a better band level. Prepare to be taken advantage of. As everything in life...buyer beware!

      Advice to Management: Claiming poverty and taking 100,000 shares for zero cost does not sit well with the rank and file. Medical costs are more than twice what Globalfoundries "transferees" pay. Hence the "I got mine" mentality. It comes from the top down.

    • “Software Sales”

      Former Employee — Software Sales in Atlanta, GA. Pros: Good logo. Lots of software to sell. Good reputation. Cons: No upside. Lousy territories. Typically, no white space in a territory unless you get into a new space, such as mobile. Advice to Management: Get rid of the sales obstacles and multi-layer sales management. Any good rep will leave after the frustrations of dealing with the sales prevention teams.
    • “Financial Services Manager”

      Former Employee — FSM in Somers, NY. I worked at IBM full-time (more than 8 years). Pros: Smart people, broad experience, many career path opportunities. Cons: Completely financially driven in behavior. What once was a trend setting culture, now seems directionless and makes too many short sighted decisions based on immediate financial implications.
    • “Longing for the good old days of IBM”

      Current Employee — Senior Marketing Manager. I have been working at IBM full-time (more than 10 years). Pros: We all know the strengths of IBM. It is a huge company that makes moderately good products and has been purchasing many companies to artificially boost its sales. Cons: You are a cog in a giant machine and will be "tilting windmills" every day. You will only effect change in your immediate team, if you are lucky. Advice to Management: Fire Ginni. The board doesn't know what to do, since the company has been in a 3 year reorg. She basically has everything paralyzed in the company and teams get resourced (i.e. fired) often.
    • “IBM — a great place to succeed.”

      Current Employee — Senior Managing Consultant in Houston, TX. Pros: Reasonable pay, good progression and excellent work environment. If you are willing to travel, learn on the job and put in the extra hours then this is the place for you. Cons: IBM is a consultancy firm that will sell your skills to the highest bidder without consideration of your location and home commitments. This provides a wealth of opportunities but if you are in a family first stage of your life, then this will cause conflict.
    • “Great if you have the right attitude”

      Current Employee — Offering Owner in London, England (UK). I have been working at IBM full-time (more than 10 years).

      Pros: The people are IBM's biggest asset. I have worked with some great people in a lot of different teams over the last few years. There is always a focus on networking and we are pushed to expend our networks inside and outside IBM. This has opened up career opportunities to me that wouldn't be there if I hadn't made the effort. There is always plenty of room to grow your career and due to IBM's size, there is a huge range of roles you can work towards.

      Cons: Constant pressure on offshoring and redundancies is threatening to ruin the companies staff morale. Once we get on with the work the job can be fun, but what was once a huge IT company is now seeming run by accountants.

      Advice to Management: Focus on service again and not cost. Constant pressure on cost will turn us into another one of the cheap no frills providers. IBM is at its best when we can stand above everyone else.

    • “IBM needs to put its core values into practice”

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

      Pros: The company offers a competitive salary package and good opportunities to move up through the ranks, especially for their sales people.

      Cons: The company culture is terrible, focused on short term financial gains rather than long term success of their clients and employees. If only senior management's smugness was matched by competence, IBM would be in much better shape. Work-life balance is not that great, but you know that is what you sign up for.

      Advice to Management: IBM focuses so much on the bottom-line in the short run that it harms their bottom-line in the long run. They should be more customer focused and show more respect for their employees.

    • “Good company, but lost its core values”

      Former Employee — Bid Manager in Mexico City (Mexico). I worked at IBM full-time (more than 3 years). Pros: Working at home, learning programs and great people. IBM is going through a big transformation and some opportunities might arise. Cons: Unfortunately, IBM doesn't value their employees anymore. No raises, bonus or benefits growth. There has been a lot of job cuts and everybody seems scared to be fired. Advice to Management: Value IBMers and work with HR to bring back the good old days. Value people.
    • “No Work-Life Balance”

      Current Employee — Test Specialist Senior in Quezon City, National Capital Region (Philippines). I have been working at IBM full-time (more than 3 years). Pros: WFH (useful especially on holidays and typhoons). Cons: Heavy work load in the public sector. Advice to Management: Listen to your employees when they say they're burned out.
    • “Grosses Unternehmen — kleines Rädchen”

      (Large company — small cog). Current Employee — IT Specialist in Mainz, Rheinland-Pfalz (Germany). I have been working at IBM full-time (more than 10 years).

      Pros: Gutes Betriebsklima unter den Kollegen. Technisch breit aufgestelltes internationales Unternehmen. Geregelte Arbeitszeit. (Good working atmosphere among colleagues. Technically broad-based international company. Regulated working hours.)

      Cons: Verkrustete Strukturen und Hierarchien. Zu viele und falsche Prozesse mit oftmals wenig Spielraum. Sparzwang und vollkommen übertriebene Quartalsdenke. Management weit weg vom Fussvolk. (Encrusted structures and hierarchies. Too many false processes; often with little leeway. Rigor and totally exaggerated quarter think. Management away from the foot soldiers.)

      Advice to Management: Weg von der Quartalsdenke und irgendwelchen überspannten "Roadmaps". Den einzelnen Mitarbeiter wieder in den Fokus bringen. Überarbeitung des derz. Prozesses zu Zielvereinbarungen. Away from the quarter; Think and any exaggerated "roadmaps ". Bring the individual employee back into focus. Revision of derz. Process to target agreements.)

    • “Senior Service Delivery Manager”

      Current Employee — Senior Service Delivery Manager in Carmel, NY. I have been working at IBM (more than 10 years). Pros: Work from home a huge plus; challenging work which at times, can make the job fun. Cons: Continuous layoffs, no work life balance, finance runs company and they are clueless. Wouldn't know agility if it slapped them in the face. Advice to Management: Bring in new CEO from outside the company. Invest in your people and spend more on R&D that you do on "workforce rebalancing".
    • “Smoke and Mirrors”

      Former Employee — Quality Assurance in Tucson, AZ. I worked at IBM full-time (more than 3 years). Pros: Good salaries, some flexibility in hours. Cons: Too many to name. Smoke and mirrors management and performance results. IBM is run like a bad government. Waste everywhere, spend money on things that don't matter and not where it counts. They especially don't value quality. Advice to Management: Grow a spine and manage like you should.
    • “Challenges shifted from being innovative to trying to stay employed.”

      Former Employee — Senior Engineering Lab Specialist in East Fishkill, NY. I worked at IBM full-time (more than 10 years).

      Pros: One of the most enjoyable work environments if you consider fellow employees and cultural diversity. Some of the best engineers and other performers worked their way through the big machine and mostly moved on if they were able to. Solid "B" performers can make a decent, somewhat remunerative career. There are still opportunities and challenges every day.

      Cons: Hierarchical, paternalistic, minimal financial incentives. Asinine predetermined evaluation process, which is designed to minimize payroll expense, rather than improve performance. A mixture of game players and very hard workers managed to maintain course, innovating for a company that only seeks shareholder value at any cost. They've long ago lost the "carrot-and-stick" approach; taken away all the carrots; it's all stick.

      Advice to Management: There is no point, but you might try more openness and offering more value to your "best asset"- your loyal hardworking employees, instead of handsomely rewarding the AABC&D bands only. Best of luck to you!

    • “Stay away from the Greek company”

      Former Employee — S M in Athens (Greece). I worked at IBM full-time (more than 3 years).

      Pros: Brand name adds up to resume in the local market, as Greeks fool themselves that whoever has worked for this company is simply a genius.

      Cons: Management lies to its personnel all the time. They promise trainings but in the last minute they claim they cannot find budget to train their people; rumour has it that they use the training budgets to show numbers green when fiscal year ends. They also lie to their clients. Projects never ever finish due to the above.

      Advice to Management: Go home.

    • “Best work place in the world”

      Current Employee — Cloud IT Architect in Paris (France). I have been working at IBM full-time (more than 5 years). Pros: Delivering innovative projects with a lot of interactions with amazing people all around the world. The fact that everything seems possible with the right focus. Cons: Huge investment on work to make things work for clients. Also the average age of workers at IBM is quite high.
    • “IBM Dubuque”

      Former Employee — Anonymous Employee. Pros: Learning place, DBA will do same work all the time, but it is a good place for started, they will be supporting industry leading accounts and federal accounts. Cons: Non-technical management, DBA will be performing same tasks every day; your suggestions will fall on deaf ears, so don't bother and starve for improvement as you will not appreciated. Advice to Management: Get experienced DBAs instead of have a force of new bees, count quality work instead of counting number of tickets closed by DBAs; this is not how you can differentiate between a skilled or struggling DBA.
    • “Service Desk Lead”

      Former Employee — IT Service Delivery/Availability Lead in Smyrna, GA. I worked at IBM (more than 5 years). Pros: This company is an industry leader with great ties to the community and ample growth opportunities. Many employees have been with the company over 20 years. Cons: It seems that the company is now ran by accountants and therefore the focus on customers and employees (people) has been lost. Decisions are constantly made with the major focus on the shareholders. The stability factor has been lost. Advice to Management: I doubt that you made it to where you are by neglecting the people that built you. Focus needs to be redirected back to the people. Happy employees = Happy customers = Happy shareholder. You won't last another 100 years if you keep throwing your people out like trash.
    • “IBM”

      Current Employee — Training Consultant in Atlanta, GA. I have been working at IBM full-time (more than 5 years). Pros: Flexible work environment and lots of opportunity to move around. Lots of jobs that involve travel, if that is important to you. Cons: No clear vision and the technology is way behind. Everything is a process and it takes forever for anything to get done.
    • “IBM 1992 all over again”

      Current Employee — IBM DE in Raleigh, NC. I have been working at IBM (more than 10 years).

      Pros: Large company with many good people.

      Cons: Direction is faltering. A series of short sighted bad decisions have put IBM behind in most categories. These short sighted decisions still persist today. Inter-company rivalry puts one IBMer against another in an increasing escalating cycle. Lack of care/respect for employees is growing as IBMer at all levels fear for their jobs. Lack of communication by management only increases fear, uncertainty, and doubt about job security. Salaries lag behind industry.

      Advice to Management: Do a much better job communication direction, status and strategy, end special class management and policy of "let them eat cake". Invest in your people, diverse your work force. stop abandoning USA work force.

    • “Admin. Staff”

      Current Employee — Admin Staff in New York, NY.

      Pros: Liked the work I did — very challenging. For the most part, management left you alone to get your work done. Very busy, days went by fast, met a lot of nice people. Nice working environment and atmosphere.

      Cons: I worked for IBM for over 10 years and liked it very much, in the beginning. The pay wasn't that good, but the health care benefits were great. Not anymore. The pay is "still" not good for admin. staff and the health benefits are now downright dreadful. Deductible is over $5,000 for a family of 4 plus you still have to pay a couple hundred bucks a month for your health care, which you're lucky to even use unless you hit your deductible. Discontinued medical insurance for retirees unless you're old enough to meet certain criteria. If you're caught in the middle, they give you a little cash; that's it. PBC appraisals are downright stupid. They have "quotas" to meet and "must" give hard working employees bad appraisals to meet stupid quotas. IBM is terrible to the admin. staff with flex time/work-life balance. They are much better if you are a professional.

      Advice to Management: Get rid of the PBCs. They are archaic and hurt morale. Give an employee a "3", and see how hard he works after that! (not very). If management has an issue with an employee, they should take it up with the employee, not wait till PBCs come around every year. I know many "excellent" employees who have quit the company because they were unfairly given a "3" on their appraisal. It's probably the worst thing about IBM. Also, the new CEO (Ginny) needs to get her act together and figure out what kind of company IBM is going to be. It's been 5+ yrs. now — how much longer is it going to take?

    • “No Collaboration between business groups”

      Current Employee — FlashSystems Sales Specialist in Seattle, WA. I have been working at IBM (more than a year).

      Pros: Great technology, intelligent people and seem to no where they need to go to be considered a market leader in the flash business.

      Cons: No collaboration between business units because of IBM's concern of over compensations.

      Advice to Management: Stop hiring speeds and feed traditional storage and server sales reps if you want to have business transformation discussions and how infrastructure matters. When a client decides to not purchase or evaluate a solution because of an IBM rep, stop making excuses for the rep and reassign them. It doesn't send a positive message to the rest of the account team; in fact it makes it even more difficult to develop a business relationship when you keep that account rep on the account but just hide them in the background.

    • “Director”

      Current Employee — Director in New York, NY.

      Pros: Joined IBM in the mid 90s when Gerstner was turning the company around. Management was focused and respected, and IBMers were engaged to solve clients' problems. Compensation was rewarding and motivating. Career opportunity was vast and global. Stock split twice. Morale and camaraderie made work exciting and fun.

      This trend ended in 2005 with IBM's first "2010 Earnings Roadmap" when Finance began enriching IBM's CEO and senior leadership with huge restricted stock rewards, earned by outsourcing in Brazil, India, etc. and on the backs of tens of thousands of terminated IBMers. All the while, IBM could not grow topline revenue and instead spent more than $100 billion on stock buybacks to manufacture earnings.

      Cons: Today IBM is in a death spiral. IBM's second "2010 Earnings Roadmap" and constant workforce rebalancing (layoffs) have left IBMers afraid and disengaged. IBM promotes its values and corporate character as a "great company," but tens of thousands of IBMers, mostly in the U.S., have been resourced regardless of performance to make up for management's inability to grow top line revenue. IBM does an annual IBMer engagement census survey but doesn't share the results with employees as year over year scores continue to plummet. IBM despicably practices age discrimination and no longer provides data on resource actions for fear of litigation. If you're over 50, you're on a list and sooner or later your number will come up. IBM's poor reputation as an employer means it can no longer attract or retain top talent.

      Advice to Management: Advice to IBM Board of Directors: Fire Rometty and recruit from the outside. Find a CEO who can stem the huge losses in IBM's core businesses while also growing cloud, analytics, security and social lines of business. Stop acquiring new companies only to have their entrepreneurial leaders breach their contracts because they get so frustrated by IBM's politics and sloth. Put existing senior management on Performance Improvement Plans.

    • “IBM”

      Former Employee — Senior Executive in Somers, NY. I worked at IBM full-time (more than 10 years). Pros: Great people, great reputation, terrific assets to draw upon. Cons: More focused on cost cutting than innovation. Emphasis is on process rather than ideas. Benefits only average.
    • “Horrible Company — an industry follower at best”

      Current Employee — Program Manager in New York, NY.

      Pros: There are none. Thirty years ago it was a great company to work for. Senior management cared about the most valuable asset within the company, their employees. Today you are just a number no matter how well you perform. Salary and benefits lag behind the industry and management lacks vision.

      Cons: Benefits are average at best, most lag behind the industry. Salary lags industry and annual increases are hit or miss. Increase percentages are a joke. No clear direction from upper management. Their truly is no vision, just great "buzz" words. The worst HR people in the industry. Most HR people are flunkies who flushed out of real jobs.

      Advice to Management: Stop swinging every time the wind blows. Show clear direction and act like you care about the people. Most of you are stuck in the herd (sheep) and it doesn't take long before you follow each other off the cliff. Stand up and be a leader. Most of you are nothing but followers who lack vision. Lead by example and show the people that your care. Talk is cheap.

    • “IBM Design is destroying designers careers”

      Former Employee — User Experience Designer in Austin, TX. Pros: They hire relatively easily compared to other more respected tech companies. Cons: Of the first batch of hires less than half out left, most of the good ones quit. Very few designers actually see a product made before they quit. Advice to Management: Seriously, what are you doing.
    • “Delivery Center Brno (IDC)”

      Former Employee — IT Specialist in Brno (Czech Republic). I worked at IBM full-time (more than 3 years).

      Pros: IBM brand may boost your CV and you can learn a lot if you want. due to lack of people, they will never fire you so it is also quite stable for lazy and useless people; because of this, you can switch to any team and learn literally anything you want.

      Cons: Below average salary, no benefits, poor mentality, endless cost cutting. IDC Brno is not "real" IBM, but just cheap delivery center. (Other delivery centers are in Poland, India, Romania, Argentina). First-line "managers" (usually promoted by unsuccessful technicians) are simple puppets without any power or right to change anything, shifting teams every year. (I had 5 managers in 4 years — really). Very limited pay raise even with good personal results. Just avoid if you skilled technician and come, if you will or want to become a "manager".

      Advice to Management: You put customer first? if yes, please put your employees at least second. People are not just numbers and you are loosing great talents every month because conditions and salary are to low...be so kind, realize it and stop fighting in front of customer with price. You can't achieve great services with underpaid employees. Period.

    • “What's next?”

      Current Employee — Systems/Cloud Engineer in New Paltz, NY. I have been working at IBM (less than a year). Pros: Some work-life balance. Free parking and toilets are kept clean. Cons: No salary increases. Constant layoffs and furloughs. Management direction change suddenly and without warning. Advice to Management: Seek other employment so as not to get blacklisted with the company
    • “Cloud Sales Engineer”

      Former Employee — Cloud Sales Engineer in Austin, TX. I worked at IBM full-time (more than a year). Pros: Not many pros left at IBM in 2014/2015. The ability to work from home and IBM purchasing. SoftLayer IaaS would be about the only positives that come to mind.

      Cons: As a former IBMer previously in the late 1990's and early 2000's, the current IBM is not at all the same company as it was. Vast layoffs and multiple re-organization which create confusion and uncertainty is now common. Incompetent management from the ground level up to some fractions of very senior management. Management now does not fight for their staff; it's now all about trying to keep their job. No appreciation any more of longer tenured nor more senior skilled employees.

      Like most large companies, IBM is also shedding its former culture and going with a "youth movement " to try to save money." IBM now releases long tenured employees with 30+ years who are high performing with little regard. I saw half-dozen senior and long tenured employees with 30+ years laid off with no valid reason to do so.

      In 2015 all IBM Cloud employees were forced to accept salary reductions to their base as well as commission structure. IBM management reduced base pay by 10% - 20% WITHOUT any input at all from the employees who were being affected. The 2015 IBM Cloud employees had no input at all in their salary base pay reductions.

      Very political environment, even more so than typical. Most all of my IBM sales coworkers were constantly in fear of losing their jobs, not for performance reasons, but for political reasons.

      One can be a top performer and then be forced out of IBM for no valid reason — all it takes is a unfounded complaint or two by the right people, and you will be gone sooner than later. Complete lack of visibility and complete lack of clear communication by management. I believe this is a combination of managers not having clear direction and understanding, and also intentional by management trying to obstruct employees from understanding role, direction, etc. I could go on and on, but I think you get the idea here..

      Advice to Management: Complete lack of visibility in terms of communication to employees. The constant re-organization has ruined what used to be great culture at IBM. Due to the recent layoffs, re-organization, involuntary separations, I've never seen this poor morale at IBM in all of my years at IBM. Give sales makers at least a voice or some input BEFORE you decide to change their pay without warning. SoftLayer was a great company and had a great niche before the acquisition. By changing SoftLayer into what IBM's vision is, IBM has ruined what SL did best in the industry.

      I understand Innovation and growth are necessary, but changing what SL was successful at and became famous for,now is hurting SL, not helping it. I saw the same thing that IBM did when it acquired Lotus in the 1990's.

      Now look at the terrible market share Lotus/Domino has in the industry. Lotus is a non player, a non-factor thanks to what IBM's "direction ". One would think IBM would have learned from their experience with Lotus, but apparently IBM has not learned anything and is already ruining the SoftLayer culture as well.

    • “The juice is not worth the squeeze”

      Former Employee — Advisory Software Engineer in Beaverton, OR. I worked at IBM full-time (more than 10 years). Pros: Working with some very smart and talented people on interesting and challenging problems. It looks good on your resume. Working from home is allowed. Cons: With layoffs every 6-9 months, it is hard to stay motivated and focused. Very political organization with internal teams competing with one another. It seems like the higher up the food chain you go, the less common sense you find. Short sighted obsession with cost cutting and outsourcing. No vision for the future, too much red tape. This company is simply too big to succeed. Advice to Management: Find a way to motivate people, fear of loosing a job is not a good motivator.
    • “Business Unit Executive”

      Current Employee — Anonymous Employee. Pros: Great people, constant innovation, good benefits package. Cons: Tremendous business pressure across the board drives regular layoffs of very talented executives, managers, and employees. Shifting many jobs from NA and Western Europe to countries with lower labor costs. Managing a reasonable work-life balance is difficult. Advice to Management: Reduce the constant churn and resource reductions so there will be a stronger bench when the markets improve and the competition for skills become much more expensive. Cutting headcount without true workload reduction is pushing many people to their breaking point.
    • “Da geht Nichts mehr”

      (Nothing gets more.) Current Employee — Anonymous Employee in Düsseldorf (Germany). I have been working at IBM full-time (more than 10 years).

      Pros: (noch) ist IBM ein guter name. (Still, IBM is a good name).

      Cons: Gewinne werden "erspart" und nicht erwirtschaftet. Das kann nicht gut gehen.und muss geändert werden! (Profits are " saved" and not earned. This can not be changed! Good go and must).

      Advice to Management: Mikromanagemen kostet mehr asl es bringt und behindert die Kreativität der Mitarbeiter !!! UND: Auch wenn IBM Global integriert ist, ist es die Welt noch lange nicht. Und da kann auch die IBM nichts mit einer Brechstange was dran ändern. (Micro management costs more than it brings, which discourages the creativity of staff! And, although IBM Global is integrated, it is far from the world. And, since the IBM can not with a crowbar which change off.)

    • “The Green Mile”

      Current Employee — Software Engineer. I have been working at IBM full-time (more than 10 years).

      Pros: Telecommuting, flex-time, good pay in otherwise bleak-employment towns.

      Cons: The few of us who remain in the U.S. with IBM feel as if we are on death row. It's just a matter of time before the remaining jobs are yanked or outsourced, even on our award-winning, profitable product. We are bleeding people left and right as they leave voluntarily for more modern-day companies. Everyone else is left holding the bag, adding to the 3-5 jobs they already do.

      Management views us as cattle or robots, interchangeable and instantly producing equal output to the person who left. Backstabbing and snitching is encouraged and even demanded by management, so that they can continue to downgrade and lay off otherwise productive and competent workers. The outsourced workers might earn less, but they also work far less than the U.S. employees.

      US has to cover for the incompetence and laziness of many overseas, unionized workers. Few skills are transferable in the real world, other than perhaps in another bureaucratic nightmare. I would not recommend this company to my worst enemy.

      Advice to Management: Management thinks that we are bleeding people because they didn't rotate them enough and left them in certain niches where they thrived. Management is so removed from the real reasons, it's not even funny. Their big solution is to rapidly escalate movement, so that no one will have a chance to truly learn the job they are doing.

    • “Would Do It Again”

      Former Employee — Anonymous Employee in New York, NY. I worked at IBM full-time (more than 8 years). Pros: Good, professional colleagues with excellent work tools provided. Comprehensive benefits package. Travel can be heavy at times, but you may also get some work from home assignments. Cons: Understand going in that being billable is the most important metric you will be judged by. IBM ranks consultants into tight tiers of five percenters, fifteen percenters, seventy-five percent, and bottom five. Bottom five are gone (as they probably should be.) Seventy-five percent may feel employment is 'safe', but don't count on it, as I learned the hard way. Advice to Management: IBM claims to care about training and building your skills, but there was never budget or time away from my clients for training. I don't need a formal class every year, but every other year would have been nice if I could count on something, anything!
    • “Employees Don't Matter”

      Former Employee — Software Development Engineer in Tucson, AZ. I worked at IBM full-time (less than a year). Pros: 3 weeks vacation (starting). Decent compensation. Good people on the lower levels. Cons: Terrible upper level management. Constant layoffs (three rounds in the 10 months I was there). Advice to Management: Stop trying to appease the share-holders with layoffs. It's expensive, it's terrible for morale, and it just inhibits your ability to actually produce anything.
    • “Trying to change”

      Current Employee — Anonymous Employee. I have been working at IBM full-time (more than 3 years). Pros: Flexible hours, where you control when and how your work gets done. My department is doing fairly well and is still hiring. The amount of vacation days is pretty decent. Was able to get promoted relatively quickly. Cons: The office space is depressing, feels like I'm stuck in the 80s...no open space to interact with other employees...complete opposite of a "start-up" type environment. Bonuses and compensation are non-existent. Pretty sure lower management is there to just listen to the employees and nod without actually taking action. The yearly employee rating system is horrendous. Money is tight and doesn't look like anything will change in the near future. Show Less Advice to Management: If you want to be a leader in the tech sector, take a look and see what other companies are doing right
    • “Hard work for less pay.”

      Former Employee — Unix Technical Support Specialist III (JAZZ) in Columbia, MO. I worked at IBM full-time (more than a year).

      Pros: Great people and teams you'll get to interact with in Columbia, MO. You'll possibly learn new skills or hone existing technical skills. Ample parking.

      Cons: Below (way below) average pay. If you know what you're doing (tech-wise), the company will quickly take advantage of it and you will burn out. Salary.

      Advice to Management: There really aren't any perks to working for IBM in Columbia, MO—it's just a job. At the very least, you'll need to compensate top performers if you hope to retain them. If not, then the CoMo delivery center is nothing more than a place to pump up a resume before moving on to those opportunities which pay at or above market rate.

    • “Security at a price”

      Current Employee — Software Engineer in Raleigh, NC. I have been working at IBM full-time (more than 8 years). Pros: Work remotely. Good 401k match, health insurance is OK, lots of opportunities within the company. Company provided laptops. Cons: The best people leave and go to more interesting companies/projects. Total disconnect between performance reviews and reality. Basically impossible to get a raise/decent bonus. Advice to Management: Greater effort needs to be made to recognize good employees and people who work hard even if they aren't working on an external product. Realize that giving people a 1% bonus is probably worse than giving them nothing. It's very insulting and you should be ashamed of yourselves with as much money as this company makes.
    • “Service Delivery Manager”

      Former Employee — Anonymous Employee. Pros: The pay and benefits are very good. The people I worked with were always willing to help and were very good at their jobs. Annual reviews were fair and reflected the work done. Hard work and job excellence are rewarded. Cons: More work is being done by fewer people and work-life balance is suffering as a result. There is a lot of work and a lot of overtime, to the point where it's difficult if not impossible to get all work completed and completed well. Advice to Management: You're at a point where the quality and quantity of work is suffering due to overwork and low morale. You need to consider that less is not necessarily more. Look to the people in the trenches and listen to them. They know how to do their jobs and can advise you on what it takes to do them well.
    • “A little disappointing”

      Former Employee — Senior Consultant in Markham, ON (Canada). Pros: IBM has some really great people working in Global Business Services who are professional and have great dedication for their craft. Cons: Lack of vision at the corporate level. It may be normal for publicly traded companies to act in this manner, however it's unfortunate that short term goals seem to often get in the way of strategic progress and vision. Additionally, it is very difficult process to get a promotion of any kind.
    • “IBM: A broken company”

      Former Employee — Brand Specialist in New York, NY.

      Pros: IBM is an IT behemoth that during the on board process makes you feel like you are part of one big happy family who will be there for you at all times. Before you even get stated on your first job assignment they are already encouraging you to keep considering what your next position at IBM will be and how you will be broadening you experience at IBM.

      Cons: IBM is also an IT behemoth that can’t get out of its own way. Upper management over thinks organizational changes on a yearly basis which delay sales processes and disrupt customer satisfaction. Then they wonder why revenue targets are missed when the first 3 to 4 months of every year are thrown into chaos due to mixing the soup on an annual basis. The company talks about its people being their greatest asset yet the management of this era has little consideration for the employees. It is understood that all organizations need a clearly defined method of evaluating work performance, although IBM's PBC rating process is flawed. Marginal/poor PBC ratings of 3 are routinely assigned to well performing employees just to justify Resource Actions.

      Advice to Management: Get rid of PBCs, and the annual re-organizational changes which have ruined morale of employees, disrupts the sales process, and irritates customers.

    • “Software Development Engineer”

      Former Employee — Band 8 Software Engineer in Poughkeepsie, NY. Pros: Worked with some very bright and motivated people on balance. Company has evolved over the 20+ years, to offer more flexibility and work-life balance, with telecommuting programs. Work can be technically challenging, and engaging with top profile/Fortune 500 companies. Cons: Recent executive focus has been too reactionary to short term quarterly earnings reports, where there is a lack of long term strategy focus. Executive team is very disconnected with teams engaged with actual work and customers. There is too much project management oversight, and a lot of micro management based on short-term results. Salary is slightly above average, benefits so-so. Advice to Management: CEO and executive team needs a complete overhaul...very out of touch.
    • “Work Culture”

      Current Employee — Chief Technology Office in Coconut Creek, FL. I have been working at IBM full-time (more than 10 years). Pros: Very positive work culture. Diverse set of technologies and disciplines to choose from and move around inside the company. Cons: Difficult to make changes quickly. Agility is a bit less but the company culture is working actively to change it. Advice to Management: Pay current employers more. Just don't focus on paying handsomely to external hires.
  • Vault:

    2016 Vault Consulting 50. The Vault Consulting 50 is our signature list of the best consulting firms to work for. (Editor's note: IBM GBS is not in the list of 50. Some of its competitors, including Deloitte, PwC, and Accenture are.)
  • New York Times opinion:

    The Workplace Culture That Flying Nannies Won’t Fix. By Anne Weisberg. Excerpts: A private equity firm announces it will pay for both your baby and a nanny to fly with you when you travel for business until the baby’s first birthday. IBM plans to ship home breast milk pumped on a work trip. Facebook and Apple will reimburse the costs for employees who want to freeze their eggs. It seems that businesses are falling over themselves these days to cater to women who want to be or are mothers.

    I am the last person to object to policies intended to support working mothers, which are a far cry from what I experienced when I had my three children more than 20 years ago. I do not have fond memories of pumping my breast milk in the office restroom when my first was born (I gave up after a week), or fighting to get paid anything while on parental leave.

    But this new raft of “perks” shows how trapped we still are in a work culture that prizes total availability at the office at all times and how blind we are to the impact that norms at work have on roles at home. Change to both will come only when we acknowledge the deep connection between the two spheres. ...

    It doesn’t have to be this way. But for workplace culture to change, perks won’t do. We need new ways to live and work in today’s changing world, and that starts at the top. Leaders have to model a different set of behaviors — and recognize others who are successfully working in a way that allows them to be meaningfully engaged at home. Equally important, leaders have a responsibility to think differently about leadership potential. All too often, women and men who deviate from the ideal worker model, especially for caregiving reasons, are forever written off as leadership material.

    We need to reimagine leadership so that the ideal workers are not the ones who stay at work the latest, but the ones who get all their work done and leave at a reasonable hour; they are not the ones who get on a plane on a moment’s notice, even with a nanny in tow, but the ones who figure out how to conduct the meeting without having to travel.

  • The Washington Post:

    Marissa Mayer is going to have twins — and then she wants to get right back to work. By Andrea Peterson. Excerpts: Yahoo chief executive Marissa Mayer is expecting twins, but she barely plans to take maternity leave.

    "Since my pregnancy has been healthy and uncomplicated and since this is a unique time in Yahoo’s transformation, I plan to approach the pregnancy and delivery as I did with my son three years ago, taking limited time away and working throughout," she wrote in Tumblr post. "I’ve shared the news and my plans with Yahoo’s Board of Directors and my executive team, and they are incredibly supportive and happy for me."

    Mayer was pregnant when Yahoo first poached her from Google in 2012 and took two weeks off after the birth of her son. The length of the leave drew criticism from some for setting unrealistic expectations -- as did a clamp down on remote work at Yahoo, a policy that some argued made work-life balance harder for some employees. ...

    But it's hard not wonder if Mayer's quickness to come back to work could make some female employees think twice about taking their full maternity time, lest they appear less than dedicated. And surely not all of them are able to have the sort of resources or support system to make coming back to work so quickly feasible: Mayer reportedly paid for a nursery to be built next to her office after her son's birth. ...

    Given that tech company diversity report after diversity report has found that women are under-represented among Silicon Valley's biggest names, parental leave is likely to continue to be a major topic for discussion -- whether that means thinking through policies that help women come back to their jobs or by encouraging men to "lean out" and take their full paternity allotment to help level the playing field.

  • New York Times:

    Big Leaps for Parental Leave, if Workers Actually Take It. By Claire Cain Miller and David Streitfeld. Excerpts: Some corners of corporate America have a new message for new parents: Put down that laptop and pick up your baby instead.

    Even as employees are increasingly tethered to the office, a workplace culture that urges new mothers and fathers to hurry back to their cubicles is beginning to shift.

    In recent weeks, companies like Accenture and Microsoft said they would offer more family-friendly benefits like generous parental leave. The trend may be a sign of a tightening job market, at least for a certain segment of highly skilled performers.

    But it also raises the question of whether these new benefits will be more talked up than actually taken. Employees may wonder if doing so is acceptable or if it could hurt their careers. At many companies, the new benefits are at odds with a highly demanding, 24/7 workplace culture — a culture that starts from the top.

    On Monday night, Marissa Mayer, the chief executive of Yahoo, announced that she was pregnant with twins — and that no one should expect her to take much time away from work when they are born. “I plan to approach the pregnancy and delivery as I did with my son three years ago, taking limited time away and working throughout,” she wrote in a post on Tumblr.

    Such contradictory signaling from Yahoo, which lengthened its parental leave in 2013, is typical and ambiguous, said Joan Williams, director of the Center for WorkLife Law at the University of California, Hastings. “The underlying work culture sends the message that if you’re really committed, you’re here all the time,” she said. ...

    One reason some companies are doing this now is that millennials, the biggest generation in the work force, have higher expectations for gender equality at home and for accommodations from their employers. Highly educated women have become more likely to believe that an ambitious career does not preclude children. And the competition for elite workers has become so fierce that companies are searching for new ways to recruit and retain them. ...

    This summer, Goldman Sachs doubled its paid paternity leave to four weeks. IBM and Accenture said they would ship breast milk home for nursing mothers traveling for work. On Tuesday, Twitter told Fortune it would offer the same milk-shipping service. ...

    At Accenture, primary caregivers are automatically enrolled in the no-travel policy, instead of opting in. “People don’t have to think, ‘What will people think of me if I actually choose to do this?’ ” said Ellyn Shook, its chief human resources officer.

  • National Review:

    ‘You’re Fired — Now Train Your Replacement’ By Ian Smith. Excerpts: What could get self-proclaimed socialist Bernie Sanders and rock-ribbed Republican Jim Inhofe to agree? The two senators have teamed up in their support for an investigative enquiry into the billion-dollar utility Southern California Edison, which has been firing American tech workers and replacing them with lower-paid foreign workers brought here through the controversial H-1B visa program.

    And now the first lawsuit has been filed in response to the H-1B visa fallout at SCE. The plaintiff, Save Jobs USA, is a group of former veteran employees at SCE who after their firing were forced to train the foreign workers due to replace them. Such treatment of American workers shouldn’t come as a surprise considering that the corporation is also a major contributor to MALDEF, one of the biggest illegal-alien-advocacy groups in the country.

    The development couldn’t come at a worse time for Big Tech in general and Utah senator Orrin Hatch in particular. Hatch has been a big supporter of H-1Bs since they were created by Ted Kennedy’s Immigration Act of 1990, and he recently introduced a bill that doubles H-1B allotments and (even in the words of pro-amnesty groups) creates a “wish list” for the trillion-dollar tech industry. ...

    A member of the group filing this week’s suit, Julie Gutierrez, had been working as a computer-systems analyst at SCE for more than 20 years. Last summer, upper management notified her that she and hundreds of her colleagues would be replaced by H-1B “high tech” workers sourced by Tata Consultancy Services, an American subsidiary of India’s largest conglomerate, Tata Group. Like other displaced SCE employees recently profiled by the Los Angeles Times, Gutierrez and her colleagues are technicians who do not necessarily possess the “highly specialized knowledge” that is supposed to be the standard for the H-1B visa so that companies will be restrained from simply importing labor to slash wage costs.

    SCE informed Gutierrez she was going to be let go, and then added that she’d have to stay on and train the worker brought in from overseas to replace her. Accept indignity on top of displacement, they basically ordered, or lose your severance and unemployment benefits. Gutierrez was required to spend an additional six weeks to train her replacement; in February SCE finally gave her the boot. (Other SCE employees were reportedly forced to sign gag orders blocking them from criticizing the company in public.) According to her group’s complaint, she is still jobless and is currently competing against H-1B and H-4 workers in the computer job market.

  • Alliance for Retired Americans Friday Alert (September 04, 2015). This week's topics include:
    • Just in Time for Labor Day: New Statistics on Social Security Disability Insurance
    • Asked about Social Security and Medicare by Nevada Alliance President, Rubio Denies Past Statements
    • Coalition of Labor Union Women’s Health Survey: Help Determine What’s Most Important
    • Study: Higher Social Security Benefits Increase Cognitive Function among Beneficiaries

    Download a PDF version.

  • Alliance for Retired Americans Friday Alert (September 11, 2015). This week's topics include:
    • South Florida Law Professor Makes Case for Expanding Social Security
    • Bill Introduced to Rein in Soaring Prescription Drug Prices
    • Congress Remains at an Impasse Over Social Security Disability Insurance
    • Iowa Alliance Convention a Success
New on the Alliance@IBM Site

http://www.endicottalliance.org/thedisintegrationofemploymentinIBM.htm To all Alliance supporters, send and share the above link to the article "The disintegration of employment in IBM" far and wide. Put it on your FaceBook page; send it to newspapers; send it with comments to your political reps and send it to your co-workers. Help break the secrecy of IBM job cuts. Put some pressure on IBM. -Alliance-

Job Cut Reports

  • Comment 08/29/15:

    I was also laid off in July with a last day of Aug 24 but was extended into 2016. For those laid off and extended who do not wish to be, read page 17 of your severance document which states you need to stay more than 60 days after your initial notification date in order to still qualify for severance. It is easy to miss. -Anonymous-
  • Comment 08/30/15:

    Job Title: Engineer; Location: Remote; Customer Account: Rather not say; Business Unit: GTS.

    Message: If the motto/sayings of your company don't match the behavior from senior leadership,you may see greed, difference in values, signs of dishonesty, difference between what is said and what is done. This undermines confidence of the organization.

    If the senior leadership is uninformed and plans to implement policies, procedures, and cutbacks but people at lower levels know that things will hinder productivity, that undermines their confidence and competence and their willingness to get down and find out what's going on. If you put employees being told by their client they are doing a great job but get put on a PIP plan while getting your pay cut, this undermines your confidence of the organization. -John Smith-

  • Comment 08/31/15:

    Job Title: Retired and RA'd; Location: Boulder; Message: The seekingalpha.com web site requires registration to read the entire article. Registration is free; but an email address is also required. FYI. -Alliance- I've put up the "best of" comments and articles from Seeking Alpha at www.ibmemployee.com. Also, on the site, are the "best of" posts from Glassdoor, LinkedIn, and other sites. -Jim Askew-
  • Comment 08/31/15:

    "...read page 17 of your severance document which states you need to stay more than 60 days after your initial notification date in order to still qualify for severance..." Be sure you have another job lined up first! IBM can change their minds on this severance "provision" at any time! You have no employment contract through a union like the Alliance. No guarantee. Also, in most states if you resign or quit you do not qualify for UI (unemployment insurance). -Anonymous-
  • Comment 08/31/15:

    Job Title: Executive IT Specialist. Message: The big rats are now starting to jump off the ship, finally. A rather senior VP has just left today for Oracle (not announced yet).

    Another VP just sold almost a million in IBM stock, so I'd assume she's leaving soon, or just protecting herself from what is inevitable.

    Everyone seems to have given up internally. There used to at least be a lot of rah-rah and pressure toward the end of each quarter to at least attempt to close deals and make the numbers. I haven't seen any of that happen (as far as the rah rah or motivational attempts) since last year. It's like when sports teams give up on the coach and just stop trying. The only solution is to get a new coach; you can't fire all the players (although IBM seems to be trying).

    I'm sure that soon even this clueless board of directors will see the light and fire Ginny, unless Buffett is truly determined to steer the ship to the bottom or the activists to step in. We need to organize now, so we are in place or at least have sent a clear message to whomever the new CEO will be, that the employees are important, fed up, and willing to act in concert to ensure that they are not treated as we have been. Please join the alliance and get on glassdoor.com and anonymously rate the company and CEO, it's very easy to do. Send a message. Fight back. -LowMorale-

  • Comment 08/31/15:

    Business Unit: GTS. Message: The resulting Devastation of IBM Knowledge Base and Quality Client Support has yet to fully emerge until Lift and Shift 'account work' transitions to GR locations have completed. Those in the know expect nothing less than spectacular fails and will watch in sad resolve as once-respected customers pay the price. Respect to all The Formers out there and those soon to be who will benefit from insider knowledge they will use to benefit their new employer's. Ever Onward. -Former#666-
  • Comment 08/31/15:

    Job Title: IT Architect; Location: Dublin, Ireland; Customer Account: IBM; Business Unit: GTS.

    Message: I am looking into where are IBM Equity award is? According to the plan this should have matured by June 2015. Does anyone know if they will honor this agreement and if not why we were told nothing about its cancellation? If they have cancelled without telling the employees is this another class action the Union should take? Its a small thing in terms of money but a ton of bad publicity if they have been so mean spirited to not honor this agreement. Certainly I cannot access the Morgan Stanley site which tells me StockPlan Connect Has Replaced Benefit Access. Could there be a massive fraud here? http://corporate.findlaw.com/contracts/compensation/terms-and-conditions-of-equity-award-ibm.html

    http://www.ibm.com/ibm/responsibility/report/2010/the-ibmer/equity-grant.html. This one-time IBM Special Equity Grant will provide individual grants of stock units worth approximately $1,000 to nearly 400,000 non-executive IBMers. The grants are being issued in June, to coincide with IBM's 100th anniversary, and will vest in 2015, when IBM's next financial roadmap concludes.

    "This special equity grant is designed to recognize the commitment by IBMers to deliver against our earnings targets," said Randy MacDonald, Senior Vice President, Human Resources. "And they vest in 2015 to coincide with the ending of our next earnings roadmap period, to encourage our continued focus. That way the initial value of the grants can increase over time, when the IBM stock price grows. IBMers can wind up with much more value when we succeed in what we are setting out to do."
  • Comment 09/01/15:

    Job Title: RA'd; Location: Mobile/Work at Home; Customer Account: Healthcare — Large Account. Message: Please read this article. More proof that you need to join the Alliance. It will happen to you, too. It happened to me. Only difference is, I had to train the person over conference calls and screen sharing sessions while he sat in India. I was forced to do this, otherwise I would not have received my severance package. I was so stressed out during the training — I don't know how I got through it.

    Now I am unemployed for the first time in my life. I have so much to say, yet I'm sure no one wants to hear it. I will pull through this but it has changed me. I have never been a bitter person but now I have lost all faith in this once great country and it's future. Is there any hope left for America or will Corporate America continue to ruin it, one family at a time?

    Please read this article if you have time. http://www.dailykos.com/story/2015/06/03/1390239/-Happiest-Place-on-Earth-Disney-forces-laid-off-employees-to-train-low-paid-replacements# -Anonymous-

  • Comment 09/02/15:

    Job Title: RA'd. Message: To the person who commented on "The one-time IBM Special Equity Grant" — I called yesterday, and sadly the 7 shares I was issued in 2011 have been cancelled because I was RA'd 8/24. They were to vest in December 2015. I kind of knew this would happen because I read the notes back then in 2011; but they should have at least let the people who made it INTO the vesting year keep them. Oh well. Smile and keep moving forward! -Anonymous-
  • Comment 09/03/15:

    Location: Melbourne, Australia; Customer Account: NAB. Message: Large numbers again leaving IBM. The NAB account is being decimated. Most glad to be taking their severance and running (senior management included). The account isn't what it used to be! -Anonymous-
  • Comment 09/03/15:

    Job Title: PM. Message: 5-year contractor just received salary reduction until year end. This should be viewed as a sign that IBM is looking for large 4th quarter cost reductions. Nothing should be considered off the table (i.e. furloughs etc) -anon-
  • Comment 09/03/15:

    Job Title: RA'd; Business Unit: GTS; Product Line: SSO. Message: To make matters worse, the IT recruiting field has been hijacked by Indians. Not being racist here, but in my job search I am being bombarded with calls for jobs that do not exist. The link below gives some more info and explains what is happening. Although the thread and related posts are from 2013, in my current job search I am experiencing the exact same thing. I'm sharing here because I wanted to warn others who have been RA'd from IBM. It is just another slap in the face that our jobs went to India, and now we have to deal with them again in this capacity. It is impossible to stop them from calling. The entire IT field is stacked against Americans. What are we going to do about it? Join the Alliance is a first step in trying to protect your job. http://blog.computer-fella.com/job-advise/indian-recruiters/ -FedUpUSA-
  • Comment 09/03/15:

    Job Title: IT Architect; Location: Mobile; Business Unit: GTS.

    Message: Hi, Re: "The one-time IBM Special Equity Grant was awarded on 6/16/2011 and will vest on 12/1/2015. This is stated on the Morgan Stanley website (stockplanconnect.com). If you have never registered, I suggest you do so asap. After logging on, click "key dates" tab."

    So I logged on and saw only a piddly amount I had in there from some restricted stock I had years ago and had mostly cashed out. But, hearing about the fact that it was awarded on June 16, which was before my official bridge to retirement ended on 06/30 after being RA'd on Feb 27th, I thought maybe a chance. Then I checked my transaction history and saw a small amount deposited as IBM match and another smaller something on August 06th. What would that be? BTW, it coincided with the same day I took out a small withdrawal from my 401k. As an employee officially still listed as on a leave of absence without pay until the end of June could I be possibly qualify for the Equity Grant? -sacraficial lamb-

  • Comment 09/04/15:

    IBMers: if you continue to rely on IBM management to give you what they say they were going to, like the stock equity grant, it is all a completely broken chain of false promise. Just like the reason they decided to offer it in the first place: a cheap semi-retention tool so IBM could help make the 2015 ROADMAP which IBM Management totally blew out of the tub due to inept and self-centered, mindless management strategy, tactics, and practices.

    I can't believe folks being RAed are so concerned about the stock equity grant now that is about to vest. Especially those RAed. You're missing and missed the main point! I can't believe over the years folks are not concerned about collective bargaining that is a union contract. That is what you should be really concerned about. That is the main point.

    You folks WANT your stock equity grant, you folks WANT your severance, YOU want to have better working conditions, etc. GET IT with a union contract!

    For this LABOR DAY for those IBMers remaining: take action and join your LABOR UNION: Alliance@IBM CWA Local 1701! -Anonymous-

  • Comment 09/04/15:

    Location: Herrenberg, Germany; Customer Account: IBM internal IT Services; Business Unit: IBM Enterprise Application Solutions GmbH. Message: Colleagues in IBM Enterprise Application Solutions GmbH learned in a call yesterday that their location in Herrenberg, Germany will be closed by end of Aug 2016. That means that more than 100 jobs will be cut there. IBM has about 16,500 employees in Germany right now. -Anonymous-
  • Comment 09/04/15:

    The StockPlan Connect site is still Morgan Stanley and your prior Benefit Access login and password will work there. They've just re-skinned the site and changed the URL. If you are eligible for the 7 RSU special equity grant, it will already be shown among your awards and grants as 7 RSUs "unvested." (They have been showing there since they were granted four years ago.) If you click on the grant it will show a "next vesting date" of 12/1/2015. If you are still employed at IBM on that date, you will get the 7 shares on that date (and be taxed on their fair market value as regular income). They are currently worth about the same $1,000 as they were four years ago. Maybe by December 1st they will be worth even less. Go, Ginni! -Anonymous-
  • Comment 09/05/15:

    Location: Melbourne; Customer Account: Telstra; Business Unit: GTS.

    Message: So called 're-deployments' or retrenchments, have been going on for the past few years in Australia, but this year they have become very frequent. The first round of cuts this year was in January when many (of my fellow colleagues from the NAB and Telstra account) were laid off. The next round was in April when five people just in my immediate surrounding were put on the redeployment list (retrenched). And the next one was in the second half of July when more people (at least nine that I personally know) found themselves on the "redeployment" list.

    And, a month later, end of August, there were still retrenchments going on in my account, and I know three people whose positions have been made redundant.

    It is needless to say that 'your position has become redundant' actually means 'your position has been moved to GD'. Many of the people that have been laid off, are full time permanents, being in IBM for more than 7 years. In my team, for example, for the past 3 years, only the permanents have put on the so-called "redeployment" list, while the contractors have been left intact.

    For things to be even more ironic, incompetent IBM level 1 managers hire contractors, and then a few months later they retrench the permanents. Moreover, there are situations where the managers retrench employees, who are Australian citizens, and with long years of experience, while at the same time, keeping or even worse, bringing in new people to Australia on 457 visas.

    It has been very sad and painful to watch intelligent, hardworking, capable, highly ethical and loyal employees, who have made so many sacrifices in their lives to accommodate the 'client first' principle to be treated with so little respect and to be replaced with people to whom the work ethics, quality and the client means next to nothing.

    IBM is keeping quiet about the retrenchments and sadly these jobs cuts, while significant in number (across all accounts and divisions), are let go unnoticed in the media. Shame on IBM management for making IBM a hollow soulless shell of once proud leader in the technology world. -Anonymous-

  • Comment 09/05/15:

    Ginni Rometty has labeled IBMers as "empty calories". So IBM management RAs not to "shed pounds" but to allow "added calories" for the IBM execs. Show some respect Ginni. This is our Labor Day 2015! Not yours. -Anonymous-
  • Comment 09/07/15:

    Job Title: Toast, like all of you; Location: US.

    Message: It's the Labor Day holiday here in the US, a holiday to commemorate the hard work and efforts of the worker. I saw a nice full page ad in the Sunday paper from Verizon, thanking their employees. Nothing from IBM, unsurprisingly. Anyone get an email saying 'thanks' from the company you give so much to, or your managers? Didn't think so.

    There was also a great cartoon, I'll post the link here. It shows the workers on a shishkebab, sandwiched between 'low wages & benefits', 'no unions', and 'outsourcing'. There was also an article about how the jobless rate improved, but the average wage per hour did not.

    We all know that through the seven years of this bull economy, the execs at the top have been making money hand over fist and rewarding themselves with huge bonuses, millions, while the employees who did the work, and their families, suffer. Isn't this enough to make you do something? Think about how brave previous generations were, those we celebrate on this Labor Day. They formed their unions at the cost of getting their skulls busted, terrorized, fired, etc. We are protected by laws now.

    Man (and woman) up and please join the Alliance. Every new member makes a statement and brings more power. Get on glassdoor.com and vote down the CEO and company with your anonymous ratings to counter the fake ones put there by HR. Please, please on this special holiday, take a few minutes and spend just a few bucks a month. Be mad as hell, and don't take it any more! http://www.politicususa.com/2015/09/05/editorial-cartoon-shish-kabob.html -ReadTheTeaLeaves-

  • Comment 09/08/15:

    Job Title: Advisory IT Specialist; Location: Sydney; Business Unit: GTS. Message: Well, 6 weeks since RA'd, updated my LINKEDIN, updated my resume, updated this and that. For ever job you apply for, there are 100 others applying. At 58, I don't feel very confident. Not one interview. I can only sense impending doom. My son, who works for another company, tells me IBM is seen as a joke, not to be trusted. Give it 5-10 years, and IBM is history, while the aholes in upper management all get their bonuses. I will never work for IBM again, even if offered; they treat employees like total crap! So hard to find anything when you're competing against so many, and many of those are RA'd IBM'ers. Waiting on my cab license now, any work is better than none. -Anonymous-
  • Comment 09/09/15:

    Job Title: IT Specialist; Location: UK; Product Line: GTS. Message: Well after 9 months of uncertainty and 3 rounds of RA's, I thought we were safe; but today our small team was informed the business has decided to move our roles offshore and we have to train them. Apparently we won't lose our jobs and a team offshore will find us a new project — do I trust them? - NO WAY - What an awful company and client first! LOL. Just watch all the customers start terminating. IBM is in Deep trouble! -Anonymous-
  • Comment 09/10/15:

    Speaking of Linkedin. It has been interesting from a "data analytics" perspective watching folks update their information or changes in connections. There has been a noticeable up tick the last year of high level executives and well-known technical talent leaving. Yorktown (T.J. Watson Research Center) continues to hemorrhage people to Google. SWG VP's CTO's taking positions elsewhere. Some of these are people who defined and were leading the CAMS strategy. There are a lot of IBMers on Linkedin so it's easy to spot trends. http://thenextweb.com/socialmedia/2012/02/25/43-of-all-linkedin-users-are-in-the-us-ibm-is-the-company-with-the-most-followers/ -Left Last Year-
  • Comment 09/12/15:

    Job Title: IT Specialist; Location: Work from Home; Customer Account: State Street; Business Unit: EADS DTS; Product Line: Tivoli Monitoring. Message: RA'd on 2/27 Separation package gone, unemployment gone; been 6 months and no jobs on the horizon. Being 63 and handicapped doesn't help. Of course I had to train my replacement in India who told me that she could not handle my job responsibilities and was planning on leaving IBM. All people in India move on to new jobs often as it is their way of moving up and getting more pay. To stay in a job too long in India is seen as failure. Now I have to file for early retirement. IBM will offshore all jobs from all countries to India so no one is safe. Thank you IBM for destroying my way of life. My family appreciates your loyalty (NOT). -Anonymous-
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