Thread regarding IBM layoffs

Arvin's talking about increase in GDP is gaslighting. They set automatic percentages at the beginning of 2025 which is 1% for high, 2% for core and 0% for low. It ended up being 15% high, 70% core and 15% low were the skews that managers had to adhere to. GDP budget for a manager is based upon a percentage of salary. Setting the low percentages combined with the skews means the total payout has to be lower not higher. Arvind will do anything to get to those free cash flow that he wants and believes will make IBM a growth company.

In the past, mgrs got a lump of money and had to distribute it via a tool. They would allocate a percentage to whole they feel needed it. Wasn’t very much to work with (avg 2-3 %) per employee. Not expecting anything better but expect 1-2% for core and top perfs. So sad

If you work at IBM and think you have a future there, you've lost your fu cking mind.

Everyone is getting huge bonuses!

When you work at IBM, it is better not to think about a raise. If you get one that a big surprise and will probably be one time only.

Not sure what young people are not understanding... IBM is not your friend.

It’s tough because I don’t have metrics per se. I have programs and projects to manage and facilitate monthly/quarterly. Which I accomplish but there isn’t quite a measurement for. I’m the only one on my team not tied to a quota but the overall business unit I am part of had the biggest year it has seen in years. So I guess I’ll just hope that it all works in my favor. I was a quota carrying seller prior to this role and my OTE was over 200k. I took this role for a salary significantly less than that in hopes that the year end review would be my time for an increase

@b8 yes that is how it’s suppose to work and what is in the documentation but the flaw is the metrics to determine your level

Compensation, at least in the US, is calculated after Performance. Employees are rated while the company is still figuring out what it will report to Wall Street for 4Q Earnings. Once the company sees how the Wall Street reacts to earnings, they release the funds to managers to distribute. The amount of money released to managers depends on (1) Your Performance Rating, (2) Your Division's performance and (3) The Company's performance overall. So you can be rated very highly one year when the company is doing poorly and get a low bonus or you can be mediocre in a year when the company is doing well and get a better bonus.

I am still waiting for the performance result from my manager

@ab is 1,000% correct. At IBM it is no longer about skills and accomplishments. It is WOKE DEI (age, race, skin color etc etc. The fact you are new (and lower wage cost) is a plus for you. Although I had to laugh when I was told recently things are so bad at IBM, that more than a few newbie hires that came in band 6 and 7 are now being put on PIPs even after they were brought in so higher wage band 9s and 10s could be targeted for PIPs and back filled by the 6s and 7s. I would also suggest to the OP they need to get much more candid and aggressive about promotions and raise's. At a minimum set up mgr 1:1s at least qtrly and be very clear and consistent on your wants and needs and how you are doing towards them. If you get the run around (which you will) then you need to wake up and plan your exit from IBM to a better place. To IBM you are like a hammer or saw and only kept in the tool box until no longer needed or wanted. SMH.

@OP I think you should be more worried about getting let go instead of a raise

At least in software development business unit that I'm part of, I have never had compensation discussed during a review.

I have been working at IBM and I have never had a clear understanding about compensations. It depends of gender, skin and ethnic background, a little bit about the quality of your work. That goes also for promotions.
Welcome to IBM, if you are one lucky, you will do well even if you do nothing, if unlucky, not part of chosen club, it is going painful.