By the end of this week, the picture may look quite different. Today reports are coming in that big layoffs across the United States are underway, likely one-third of the U.S. workforce, according to one soon-to-be-laid-off IBMer. (At the end of 2015, IBM had approximately 378,000 employees worldwide; it no longer breaks out numbers for individual countries.) Such reports used to be gathered by the Endicott Alliance, a union organizing effort that closed its doors last year. Now they are being collected by an informal Facebook group, “WatchingIBM,” that was started by former members of that organization.
Likely adding to the pain of many of these workers is a recent change in IBM’s severance policy, reducing a potential maximum of six months of benefits to one month’s worth. The new policy only applies to those who lose their jobs due to the elimination of a position or due to unsatisfactory performance, and it should kick in during mass layoffs. However, employees in the past have complained, directly to me and to others, that the company often manipulates performance reviews to eliminate employees. There are some signals in the stories below that this is happening in this case.
Here’s what some of those affected today reported to the WatchingIBM Facebook group:
I also received a phone call from a soon-to-be former IBM employee at a New Jersey IBM facility who had a similar story to tell. I had never spoken to him before but he was reaching out because he believed the media needs to get the word out about what is happening. Here’s what he had to say:
“It is bad, really bad. It’s a mass layoff today. It is a sad day for IBM. People are being told not to talk about it. I was told by a manager in getting the news [of my job being eliminated], who was reading off of a script, that one third of the U.S. workforce is being ‘rebalanced,’ which is what they call it.
Concerning performance reviews, I’ve gotten 2+’s [IBM employees are rated on a scale of 1 to 3, 1 being the highest] for years, this year I got a 3. The manager told me he’d been told that he needed to RA a certain number of people. But I’m hearing that even people with 2s were RA’d [another IBM term for layoff, it stands for resource action] today.
They are giving us 90 days paid working notice, one-month severance, and $2500 in money for retraining.
IBM is trying to candy coat this thing, they will frame it as a skill set change. But we think it’s more about jobs going to India and other places.”
Selected reader comments follow:
This was after a stellar year in which the team and I truly hit it out of the park with working 90+ hour weeks to make the transition to IBM successful. We had a huge list of "kudos" and achievements (they bought us out the year before).
After i put in my notice; all of sudden they had the 40% raise for me. Funny how that works. Thanked them for all the good times and exited stage left.
Overall picture of IBM rewarding non-performers and getting rid of all the natural talent will truly be the demise. All the top engineers and techs left during transition or the following year. Mostly because IBM only recognizes mediocrity and either attacks, minimizes or ignores anyone great.
Overall I walked away feeling IBM doesn't really value techs or engineers; they put their main focus on managers and self protecting their giant trees of hierarchy.
To this day the man I admire most in life was my manager at IBM Research. After a similar year when no one apparently "made their numbers" so GDPs were chump change, Sammy Palmisano still got a $3m bonus, similar to Ginny getting $3m+ for continuing to bring the company into bankruptcy. This man was so offended at the flagrant greed of the C level that he wrote Sammy P an email, ripping him a new one, and quit.
This man had the talents and resources to be able to do that. Not many others can follow their consciences and separate from such a corrupt organization since their families depend on the salary.
But every dog as its day, and these greed driven people will have to either account for their actions to whatever deity they believe in, or just old fashioned karma will get them. Their is life after IBM. Indeed today anything outside of IBM is more life affirming than that company.
BTW the GDP was not much either. My $500 (before tax) for 2+ was a joke. Pocket change for a big company such as IBM. Indeed it's a sickening feeling.
Selected reader comments from the Watching IBM Facebook page follow:
Is IBM counter-productive in no longer incenting RA victims to cooperate? Which costs more, the extra 5 month's pay, or the knowledge walking out the door before anybody discovers they need it?
But as always, the quoted anecdotes in articles like this surprise me, especially ones like "Why didn't they do this last year when the severance was more generous?" (because it saves them money, duh) or "How much more of this crap can the hard-working IBMers take? (clearly the answer is, "A lot more, since you took no steps to unionize and prevent this, nor leave for a better employer.")
Deja vu all over again, alas.
The company is planning to cut about 123 of 900 staff at development laboratories in the UK, according to a report by The Register. ...
The job cuts will involve no voluntary redundancies, and staff leaving the company will be given only the minimum in compensation, according to the report, which cited unnamed sources within the company.
IBM has developed technology in the UK since the 1950s in locations including Hursley House, the 18th-century mansion in which it established IBM Hursley in 1958, as well as in other centres around the country.
Selected reader comments from the "Watching IBM" Facebook page follow:
“[There are] no voluntary redundancies and no package beyond the statutory minimum,” said one IBMer. “Last year they were voluntary first, and only involuntary if [the company] didn’t make the number.”
The Labs are dotted across the UK – including Farnborough, Staines, London, Manchester and of course Hursley Park in Winchester, which includes Labs for the cloud, retail, public sector and energy & utilities sectors. ...
Changes at Labs are not isolated - Big Blue is also making significant changes in Global Technology Services, putting 1,352 staff at risk of redundancy with a view to reducing headcount by 185 jobs.
Selected reader comments follow:
IBM had showed some signs of sanity this past year - for example finally getting rid of the PBC system in favour of something that they assure us isn't forced-distribution. This is a very regressive step, and shows that the beatings will continue until morale improves mindset is still strong in the company.
Personally, my skills and performance history mean I'll be unlikely to be selected for this involuntary round but that doesn't stop me being pretty sickened by how and why this is being done.
Many of those losing their jobs are being offered a maximum of one month of severance pay – much less than the amount offered in previous rounds of cuts. This squeeze on payouts was introduced in January. They'll also get 90 days to clear their desks and find new work.
"IBM is aggressively transforming its business to lead in a new era of cognitive and cloud computing," a Big Blue spokesman told The Register this afternoon.
"This includes remixing skills to meet client requirements. To this end, IBM hired more than 70,000 professionals in 2015, many in these key skills areas, and currently has more than 25,000 open positions." ...
"Workers are also reporting their work is being moved offshore to Hungary and Brazil," he added. Some staffers have complained that they've been training their replacements in India for a while now and thus knew the writing was on the wall. Some are upset that they have lost their jobs while their H-1B visa-holding colleagues are allowed to stay. ...
This time last year, IBM CEO Ginni Rometty said she was going to focus her company on "strategic imperatives," including cloud, data analytics, mobility, social networking, and security.
Selected reader comments follow:
The job cuts are coming after IBM (NYSE: IBM) recently cut severance pay to one month rather than up to six months pay based on years of service.
Contacted by WRAL TechWire, an IBM spokesperson declined comment on the layoffs.
The job cuts reportedly hit IBM's "cloud" unit in the Park. A new data center in RTP is part of Big Blue's transformation under Chair and CEO Ginni Rometty to greater emphasis on Watson supercomputing services and data related services. ...
"You are correct," one female worker wrote in response to a "Watching IBM note that a "resource action" - IBM's term for job cuts - was underway. "I get my packet in the morning. The big [deleted] job is that I'm only getting 1 month severance instead of the 25 weeks I am entitled when I was hired. I'm thrilled I will be gone in 90 days and 'stick them' for my vacation pay."
There also are plenty of job openings. As IBM goes through an extensive reboot under a new strategic plan shaped by Chair and CEO Ginni Rometty, the company says it is looking to fill 25,000 jobs in areas of cloud computing, analytics, Internet of Things and other initiatives. Under Rometty, IBM has sold off traditional operations, such as x86 servers (to Lenovo) and semiconductors while making numerous acquisitions and redirecting efforts toward initiatives such as analytics based on Watson supercomputer technology.
“IBM is aggressively transforming its business to lead in a new era of cognitive and cloud computing,” IBM said in a statement. “This includes remixing skills to meet client requirements.” ...
Adding credibility to those numbers, a Wall Street analyst at Sanford C. Bernstein & Co. estimates IBM has cut between 90,000 and 100,000 U.S. workers since 2006. IBM no longer discloses how many employees it has at locations, such as at its campus in RTP, or by nation.
Alliance@IBM estimated U.S. IBM jobs shrank to around 85,000 from nearly 134,000 in 2005.
Selected reader comments from the Watching IBM Facebook page follow:
An employee of Boulder's IBM spoke to the Daily Camera on condition of anonymity, confirming that she and others were affected by the layoffs that began Wednesday. The worker will receive one month's severance after more than three decades with the company.
"That place is emptied out because of all the work being sent off shore," she said. "There's not many U.S. workers left. I'm kind of like the token U.S. employee in my department." ...
The deposed worker also believes age played a factor in her dismissal. "I'm the oldest person in my group — everybody is a younger, foreign worker," she said. "There's a lot of discrimination that goes on at IBM." ...
Clint Roswell, a spokesperson for IBM, gave the following statement when reached by phone Friday: "IBM is aggressively transforming its business to lead in a new era of cognitive and cloud computing. This includes remixing skills to meet client requirements. To this end, IBM hired more than 70,000 professionals in 2015, many in these key skilled areas, and currently has more than 25,000 open positions." ...
"The Boulder population has shrunk like every other IBM site in the U.S.," Conrad said. The anonymous employee said half of the 2,800 figure "would be a very generous number."
"This plant is emptied out — it's only contractors left," she said. "It's really a sad situation."
Selected reader comments follow:
I know a few people left working out there (they are assigned to Boulder anyway, most work from home), who have been there for decades. They are trapped there by the blatant age discrimination in tech, but they also know that their age puts a big target on their backs inside of IBM. Huge stress. If you are a teacher or a nurse or a lawyer or a civil engineer, your experience means something, but all it means inside of most tech companies is that they could fire you and hire an H1B for half your salary, you know, because of that "shortage" of "qualified" applicants, wink, wink.
I love the statement by the IBM spokesperson that they hired 70,000 people last year. 90% were outside the US, and 90% of the US hires were H1B visa holders.
Our entire remaining US team, including our manager, are RA'd and our six jobs are being moved to Costa Rica. Lucky me, as team lead, I am now tasked with hiring and training the new team members.
One month severance pay versus the six months that I would have received in any prior RA. This is the "reward" IBM gives those of us who have had the best performance reviews and avoided prior cuts and took on all the extra work as a result of prior massive RAs."
Situation has never been worse. We tried to organise a union but mgmt did everything possible to stop it. From open statements that if we see our future in IBM this is not the path to go, till giving promotions with condition not to work on Union for the main people involved.
Business controls are very busy trying to discredit whoever they can so it is more easily to fire them.
Women after coming from maternity leave getting message:" Be happy that you have any job, do not ask which job is it. We are well protected in our contracts..." - this is real experience! At the same time IBM is marketing itself as a great place for woman to work!
People getting packages, Ginny gets $1.5m bigger bonus.
Main message for employees is that we are all replaceable.
Getting worse and worse.
Obviously this was passed to manager from HR, and **age** has everything to do with it. HR computes the RAs from criteria such as age, salary, PBC, and feedback from customer or team members. This in turn is given to people management, who have certain room to contribute to the process as they see fit such as identifying specific names."
The team has been spread increasingly thin over the last year to the point where we really can't keep the service up and running smoothly and keep customers happy with the continuous improvements they expect. Instead, we are mandated to invest our limited resources in Marketing enhancements (that customers don't care about) that will enable us to sell more of the product. Customers are becoming increasingly unhappy. The wheels are falling off the wagon.
Other than that however, I'd like nothing more than to watch the whole damn place meltdown.
The lack of skills comes from off shoring They are just not capable, and that is Germany, Eastern Block, India! Clients uncover issues and they have to come to IBM to tell them they have a problem. End result they can develop all of the cognitive...analytics...big words...all they want most of what they are hiring or what is left is just not capable! They just get around and use big words.
Client has major issues...and they say in meetings oh everything is excellent so they can cover their ...with management! They all play a good game take trips spend money. Just their web site design is costly...it all looks great but eventually who is Old Ginni going to talk to? It is not about age because most of the Blue Suit HR people are old and frazzled the bean counters are all old and Ginni is old! End result apply to as many jobs as possible anything...all have a case because in the end they do not hire.
Crazy people...so what if you get rid of paying someone 2 weeks/year that is excellent and dedicated and you hire someone at $30000/year that will chase the customer away that brings $2 million/month of business! Dumb Dumb and this time it will show because people will sue! Lay offs this time were discriminatory!
"I got word that after 34 years, I am gone. One thing that concerned me was my manager saying "we tried to target people who are retirement-eligible". Looks like the package has an agreement we have to sign "Arbitration Procedure and Collective Action Waiver". I have never gotten a 3 and last year was just below a 2+ in the rankings. Obviously my selection did not have to do with my performance but rather my age. Thankfully I am mostly prepared.
One option is to find another job of those "25,000 openings". Given this treatment, I really no longer wish to work for this company."
Hey Ginni, can you spell Age Discrimination.
None have set any viable legal precedent in altering IBM's behavior in this realm. On top of all that... there's a myriad of practicable considerations that prevent many from pursuing legal actions. Foremost finding an attorney or law firm willing to take on a multi-year battle against IBM's formidable legal team without compensation upfront.
But the top reason is how many folks want to spend their later years and bet everything they own fighting a corporation with little prospect of gain. Most choose to move on and make the most of what's left in their lives, which is usually a wise choice.
Being cut two yrs away from Medicare and 3 years from full social security is very hurtful. And who hires a 63 yr old? (I never got below a 2+ either)
IBM wonders where all their customers went, Sam and Ginni have driven them away with inferior products and service. IBM's name is mud when you talk to state agencies around the country. Who would've guessed that twenty or more years ago? Watson Sr. and Jr. must be turning in their grave's with what Sam and Ginni have done to this once great company.
As we previously reported, these employees were the first to be subject to IBM's new policy that began in 2016 of reduced severance pay. Everyone let go from IBM from now on will get one month's of severance no matter how long the person worked at the company.
IBM declined to comment to Business Insider about the number of employees affected last week (IBM doesn't disclose layoff information).
Selected reader comments follow:
The Employee Consultation Committee, or ECC for short, was reportedly formed last month with the intention of providing a venue for staffers to have their voices heard as the local leadership team works to implement IBM’s restructuring plan. Three weeks after the group’s creation, it was revealed that as many as 1,352 people may soon to be terminated in what would mark the single biggest cut to the company’s U.K. operations since the beginning of the downsizing. Today’s leaked report indicates that the layoffs are part of a division-wide effort to achieve a “Global Resourcing ratio of 68 percent”, a choice of words suggesting other locations will also be affected.
The precise meaning of the excerpt is clarified in another part of the document that reveals Big Blue originally intended to achieve a “ratio of 24/76 by the end of 2016 and 20/80 by the end of 2017.” With the Register claiming that 63 percent of the work that the company’s professional services business handled for U.K clients is already performed in other countries, it’s clear who is set to receive the short of the end stick if and when the goal is finally met.
Selected reader comments from the Watching IBM Facebook page follow:
I've seen far too many friends, co workers, and REALLY skilled people get slapped down by these so-called "leaders"
The Facebook group, Watching IBM, has increased its following by more than 66% over the last week. The group has taken responsibility for bringing light to the 70,000 job losses experienced by the firm in the past few months. Comments such as “At the beginning of 2015 our department had 25 people in it. At the beginning of 2016 our department has 13 in it,” highlight the decline. ...
Back in January, Clive Longbottom, Service Director at Quocirca commented that IBM could risk being left behind, should the transition take too long. With AWS, Microsoft and Google continuing to surge forward, that risk is continuing to grow, though the consultancy skills nurtured in IBM will remain in demand “I still believe that IBM will remain a major force in the IT world, it just has to make sure it positions and messages itself effectively to its existing customers and to its prospects” ...
Despite some negative press, and a surge in social media activity being directed towards the tech giant, it seems the workforce transition is far from complete. “We’ve been shifting resources aggressively,” CFO Martin Schroeter commented last week “and we’d like to shift them more aggressively.”
Selected comments from the Watching IBM Facebook page follow:
Cons: Milk the initial salary negotiation for as much as you can as there are no increases for many years to come. Bad morale due to inefficient management practises. GTS looks to be retired by 2018.
Advice to Management: Clean up the top management structure and go back to basics. Corporations do not want to do business with IBM due to the inefficient internal processes and lack of understanding of what builds and maintains customer satisfaction. Your staff are people not 'resources' - treat them as such.
Pros: There are lots of opportunities to work on a multitude of projects for a wide range of clients and it looks good on your resume.
Cons: From my experience, it is only one step better than being unemployed. You get paid and benefits, but otherwise, you are continually on the hook to find another project to work on, and if you take too long because the projects are either not in your skill set or not in your area, you get booted back out to the street. The impression is that they hire people indiscriminately just to see who sticks and who doesn't.
Finding a project to work on is no easy task either. The internal job marketplace is a horrible system that seems like someone was trying to figure out how to make a job posting board fit a Magento test install.
Explanation on how to be an "IBMer" is full of how great it is to be an IBMer, but very light on what it actually means and how to actually do your job.
The company culture seems to be about as lively as a bag of wet hair.
The whole company seems to be built on layers and layers of VPs with no sense whatsoever in terms of an actual organizational structure. Emails come out every day from one executive or another with no rhyme or reason why you should be paying attention.
Advice to Management: What management? I know who my direct manager is, and I know who the CEO is. Other than that, it's just a big jumbled mess of people with titles that make no sense. I've never worked for a more cold, lifeless, faceless company. That's saying something for a company with nearly a half million employees!
Pros: Working from home model is a pro as you don't need to commute = save time and money. IBM ISC (following may not be true for IBM finance center or IBM SK) is a good place to start out but...
Cons: ...leave as soon as you gain some confidence on how to move around corporate environment and before the toxic and unhealthy atmosphere hurts your self worth. IBM will not make it right for you. Since financial crises 2008 it has become just another company in terms of caring for employees. Every year they take away a little bit more, pay has flat lined. Benefits suck. Internal education is a joke. Can't get the tools you need to do your job.
Advice to Management: Genuinely take care of your hard working employees and they will take care of business including customers. Respect you workers. Remove "people" managers with all the authority and NO accountability and give them professional process/project managers. They are your future.
Pros: The environment is lively loads of projects, and they are now opening to use some of the latest technologies, the work from home is a very good benefit, especially if you're an expat.
Cons: Some of the projects are stale, and the people working on some team are not the most talented. Dependency on US is sometime affecting productivity. Campus is far from city centre, so consider commuting options. Meritocracy is shadowed by some sneakier ways to build your career.
Advice to Management: They should change the speed of software cycles, and everything else. There is a widespread misunderstanding that if you leave things settle down they will find their own right space, they need to change perspective but this is difficult if you work there since ages.
Advice to Management: Invest on the employees well being and appreciation. Keep and accelerate simplification and agility in the company.
Pros: Strong support for internal and external education. Flexible scheduling. Improved review processes. Support for volunteerism. Great benefits both medical and financial. Positive reinforcement from colleagues is encouraged through BlueThx program. Mentorship encouraged.
Cons: The only downside that I can think of is that change has been slow because of the massive size of the organization. But as the company is turning to an Agile methodology it appears that changes are happening a little more quickly. Also, while IBM encourages employees to learn about new IBM applications, it could do a better job of ensuring that all departments have the means of incorporating appropriate software into their department processes.
Advice to Management: Ensure that all departments have the means of incorporating appropriate software into their department processes, perhaps by allowing consultants to do internal implementations in those departments where the skills don't already exist.
Pros: They still allow many, most people to work from home. The benefits are no better or worse than any other large company. If you work in one of the groups that Ginni Rometty touts as the future of IBM you're more or less OK vis-a-vis continued employment at least for now.
Cons: Twenty years ago the average tenure of an IBMer was probably 16 or 17 years. Now I doubt it's more than 3. You get out of school and do your bit and leave as fast as you can. Or, if you work for one of the many many acquisitions you do your bit, and again, head for the doors. Either you will be forced out or you will be so disappointed you'll leave on your own.
The 'change' from PBC to this new system is pretty bizarre. They have spoken much about it but people are already supposed to have submitted their interim goals. So word to the wise, make up your goals out only those things you know you can do and put a shine on it.
As far as money is concerned don't look for much or for much improvement over time. There is none. Get the best deal starting with them as you can because it's highly likely that will be as much as you ever earn.
Movement in the company is nonexistent. Don't even bother. Every silo is so overloaded and pressed to deliver that no one will ever let you move and no one is ever allowed to take on anyone new. Your department would have to be circling the drain from overwork for management to OK even a single new person. First and second even third line managers who leave the company are not replaced. Which in and of itself isn't terrible since there's an astonishing number of management levels but it does tend to create a lot of churn.
They're going to this 'agile' model which is highly highly process and metrics driven. Essentially bringing a Common Core mindset to the company. There is one way to do everything. Period. One form, one check box, and one process. The process and the paperwork are really the only things that matter. That's your job.
So if you're a whiz with paper work, extreme detail and micro management you will thrive here. It's important to understand that that truly is your job. Documenting and data gathering. Not technology. What ever you thought your job was it's really being a clerical assistant slash paralegal. Process process process process. I really can not stress this enough.
IBM believes that they can solve all their problems by dumbing everything down to process and using the data gathered by that process to dumb it down even more.
One bright spot is the legal field. IBM probably has more attorneys per capita than the White House. Everything you do will be bounded and gated by an attorney. They, for the most part, get first and last approval over everything. If you're a lawyer this is not a 'con'. If you're not, you will have to make your own decision whether essentially working for a lawyer is for you.
Which raises my last point. Most of the middle and senior people are not technologists or technical people. Few have any knowledge of the technology you work on and have arrived at their jobs by finagling the organization and shining when it comes to process.
You will often be confronted with fairly senior people who have no earthly clue what you're talking about and they're not shy to tell you. It's like a badge of honor to say "I'm not technical'. So if you want to stay in a technical track your career will be severely limited.
Advice to Management: I think it would be pointless to suggest anything to a management who aggressively does not listen to anyone about anything, ever. That is seen as complaining and not being a 'team player'. Plus there's no process for that.
Pros: Tons of opportunity to learn new things, my team is great and very helpful, my manager is the most technically knowledgeable boss I've ever had and the area is great. Just got moved to the new agile workspace and it's nice and clean and open. Work from home and a decent amount of company credit to get things like monitors and the like.
Cons: Hard to get promotions, raises suck, bonuses suck compared to last job, benefits have been cut hard even in the year I've been here. To the higher ups, you are just another cog in the wheel and they don't care.
Pros: You'll meet a lot of smart people from all walks of life. You'll learn a lot about selling to and making offerings for the largest companies in the world. Senior management can be inspirational and incisive.
Cons: IBM is like a retirement home for once-great software (or at least once-successful software). A retirement home that is well connected to the government and has strong PR, but really no hope of resuscitation. An east-coast retirement home that looks yearningly at successful Silicon Valley and Seattle youngsters playing volleyball in the sun, and wishes it could be young and matter again. But it's just not in the DNA.
Advice to Management: Get over yourself. Build products that companies — and the people within them — actually like. Promote based on competence. Stop reclassifying existing products and revenue streams as the category-de-jeur (Cognitive, Cloud, yada), and start building real revenue in new categories from the ground up.
Advice to Management: Start recognizing the value of your employees and understand the important work they do instead of only focusing on how to reduce labor costs no matter what.
Pros: I joined as Graduate Hire as an Associate System Engineer. According to me, pros are mainly varies from team to team. [My perception]
Light environment, good for someone who is not good in technical skills, Team is very cooperative, WFH facility. (But this facility is enjoyed by only those employees who are lovable to team leaders).
Cons: Most of the time in IBM, you will think that you work in Call Center. If you are good in programming, no programming work will be given to you. Instead of programming you are forced to learn and work on some other skills. Salary is quite low.
Pros: Terrific resume builder, flex Fridays, very casual dress code, nice and friendly co-workers. You will have the opportunity to learn a lot and say you did a lot because you are working with large dollar amounts with big clients/expense depts within IBM.
Cons: Everything is gray, dark, and blue in building. Day 1 will be very important for you, as you could get placed in a good or not so good department. Roles open up all the time because the turnover is very high. You will probably get a second role around your one year mark (probably no pay increase).
Work-life balance varies from role to role greatly. If you are unlucky you will get one of the roles that require 65+ hours/ week, and can easily get paid the same as a person who works 30. You could get a few days of relevant role training, or a month depending on if the person training you is still there.
Higher up people in COE will tell you their success stories from being in the COE. I have only heard success stories from people who left IBM, or are way older and were there before COE started, so they were already at the top.
Advice to Management: I still think IBM is a great company outside of COE, and I wish I were able to experience that. Take time to evaluate employees, give a career path and better pay.
Pros: Global, manage implementations for small to complex projects, multiple business areas, work from home, remote and mobile work opportunities, international assignments available.
Cons: Long hours, employees are salaries not names and are expendable, frequent lay offs globally, poor internal financial applications, no investment in training for experienced resources.
Advice to Management: Take a risk to invest in the employees through cross training or rotating staff into different departments for new ideas, encourage company pride, enable varied training opportunities, look for alternatives to downsizing (reduce salaries across the board, do not pay out exorbitant bonus at upper management levels for poor performance), value innovation in the lower employee tiers, reward innovation.
Pros: Colleagues are good. Work is interesting. Everyone in delivery teams do a good job and help each other. You get to work with interesting clients.
Cons: Management above delivery teams have no idea who we are and what we do. No respect or loyalty shown by company to its employees. Always at risk of being made redundant. Redundancy package is as little as is legally allowed. Bonuses are derisory. You are expected to work extra hours for free and it counts against you in reviews if you don't.
Advice to Management: If you want loyal, respectful employees then show some respect and loyalty in return.
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