IBM is a good short-term first job, but no place to make a career anymore. - Senior Engineer IBM Employee Review

1.0
Apr 2, 2009
Recommend
CEO approval
Business outlook

Pros

If you can manage yourself and your networking, IBM can be a very rewarding place to begin a career. With good political skills, a good background, and an active, forceful personality you can gain access to very advanced technology and some of the best systems level insights in the Microelectronics industry. In general the tools provided are good, many even beyond the leading edge of the industry, as are the interactions with most employees. Be warned, however, that many tools are unique to IBM and their applicability and value to the rest of the industry is at best limited. This is not a workplace that will suit most folks. It requires a very career focused individual who can recognize when the work will stop contributing to a career and who is willing and able to quit this job and move on to other opportunities.

Cons

IBM Microelectronics is a microcosm of most large companies. It is very politically connected and without the right connections your career will quickly stagnate. As with most large companies, managers are there to get jobs done and it isn't until you get relatively high in management that most employees are trained for advancement. I can't emphasize enough, this is NOT the company to work for if you take your eye off your personal career development. If you treat your employment as a job and not a part of a carefully managed career trajectory management here will push you into jobs that are likely not in your best interest. As a large company there are many small tasks that tend to be very specialized to IBM, and getting stuck there will seriously stunt your career growth and prospects. As far as business is concerned, IBM overall has been consistently shipping jobs overseas and the morale in the company is terrible. Their US employee count has been diminishing, so if you treat your employment here as a "job" you are at serious risk of trouble when a Resource Action comes. You cannot count on IBM to support employees with retraining or reeducation now like they did when I first joined, and in general the more experienced you are the bigger the target you are if you're not in management.

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5.0
Jul 6, 2026
Recommend
CEO approval
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Pros

Work life balance and the culture

Cons

Not enough compensation or pay

4.0
Aug 26, 2014
Recommend
CEO approval
Business outlook

Pros

Disclaimer: A lot of what I'm writing below of course depends on the work area and management chain. But I found this to be fairly pervasive policies in IBM in my 9+ years with the company. 1. IBM's policies and management are very flexible when it comes to working remotely or accommodating various life situations (sick days, doctor visits, etc.). Management is encouraged to measure an employee by their work and impact, and not by hours spent at their office. 2. Great colleagues! Though unfortunately, many have been leaving due to the instability of IBM's HW development business. 3. At least in my area, there's a high level of flexibility on which projects should I undertake based on my and my management assessment of business impact.

Cons

1. Unfortunately, IBM still uses the "normal distribution" rating system, where at the end of the year each employee is ranked as a top contributor (5%), above average contributor (15%), average contributor (~75%), and bottom contributor (5%). This curve is difficult to apply in the R&D world, where you may have many members of the team working long and hard hours, and end up being "average contributors" at the end of the year, because there just isn't room for all to be top contributors. 2. The above may not be so disturbing, if only IBM didn't practically cancelled all raises, performance bonuses and incentive for the non top-performers. I've had a consistent "above average" rating in the last 4-5 years, and my raise and performance bonus were ridiculous mere 1.5-2% of my salary. Were I rated "average contributor" I would have gotten NOTHING. So you can imagine that people can go year after year without any raise to their salary. From talking to manager friend, this is IBM's way to eliminate the non-top-performers without having to fire them, as part of its direction of reducing US manpower. 3. Hiring freeze in many areas - again, as part of IBM's attempt to reduce its workforce across North America and Europe we see many jobs move to the India and Far East markets. This is of course upsetting to see local teams shrink and disappear, especially when many great local IBM colleagues and experts begin to drop out. From my experience thus far working with India SW teams - they are still very far away from the standards I would have expected from US and Europe based teams. 4. Poor top down communication about company's and divisions' future. Employees learn from rumors and news websites what's about to come...

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IBM Response
10y
Thanks for sharing your experience, and we're glad that you've had a positive experience working with talented colleagues and taking advantage of IBM's programs. IBM is in the midst of a major transformation, --our Systems business is going through its own changes to strengthen competitiveness. Change is never easy. As part of our transformation, we just launched a whole new approach for how we are coaching employees, delivering feedback and managing reviews. No distribution guidelines or what some think of as 'stacked rankings." What's particularly great is that this was co-designed with our employee base from all over the world... to the tune of hundreds of thousands of page views, comments, on-line debates and discussions. IBMers even named the new system Checkpoint, to reflect the regular feedback rituals we're adopting. Managers are more empowered with the new methodology to help them acknowledge the great work of their teams and help their employees develop professionally. These steps and more are showing up in our employee surveys as well. So IBMers are feeling the change. We are confident these changes will help us in continuing to attract and retain great talent.
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