The lack of transparency on this is outrageous. The amount of people that need to approve just one review is excessive and adds weeks of unnecessary delay to an already slow process.
Why do you need 3 people to approve 1 review when there is limited salary increase, lack of promotions and no morale?
@jz
It’s bullsh-t. You really should start applying other places and GTFO asap
My manager told me it’s not a set amount of time for a PIP and it’s “however long it needs to be”
@ek
it happening to a lot of companies (micron, qualcomm, ...)
they just rot from within with a truckload of indians
there is a reason why india is the way it is
can someone explain the steps
15% low perform
then pip, how long
how many pass.
just honest, as I worry for my family and we just had members passing away and I have a manager who does not like me. I just need honest answer ahead of time to find way
@e8 well just wait until next month you may get your wish
@e8 who does ?? Under Alvind, IBM has become an Indian Sh-tshow and Clown Circus.
It's in a death spiral.....and not coming back, even it the Chief CEO Clown retires.
I don’t like working for IBM anymore
Remember, the stretch goal for the senior execs is ZERO employees in the US, Canada, or Western Europe. And AK seems to further want to move as much of LATAM, EMEA, etc. to India.
@a6
"I could have spent a little effort to kiss a$$ and brown nose to get more."
Then you would have been something else, a politician.
IBM reviews are an exercise who is worthy enough to get the scraps that are annual increases…more demotivating than motivating. RA’s have nothing to do with performance for the most part, especially when whole groups are eliminated
Two factors about this year:
1)High pay employees rating will be low, justification being you should should have done more based on your level even though work opportunities was not provided to meet that requirement
2) I wonder if those placed on PIP shows what direction the company taking with WOKE.
@bk even that is fake. High performers will be placed on these programs to go through the motions. They never deserved to be on them in the first place. But it does give leadership something to point too and say well since you were on this you are gone! But it makes no sense that they were on it first place.
When ranked low performer you automatically go on coaching plan or PIP which is different than past (where we had growth opportunity and it was manager discretion whether to do a coaching plan or PIP)
@bh
It’s not even that. Look at the last RA—most of the people affected were high performers. This isn’t about performance. It’s an artificial pretense to eliminate people. It isn’t real, but it gives leadership something to point to when justifying why someone was let go. All of a sudden high performers will be in bottom 15% magically. It just something to cover their asss and say well last review you scored low. Even trying to battle against that low score with data and facts are pointless. Their minds are made up. We all know it’s bullsh-t
In the past, employee reviews were treated at least partly as a way to identify high performers for raise/promotion and to provide meaningful feedback to all. Now they're nothing more than a way to identify which employees to select for the next round of RAs.
@an, who is going to rate the useless piece of sh1t managers that issue these rules for the ratings ?. The least competent to issue such rating are the technically re--rded id1ots at the top.
@an
That bell curve bullsh-t system. I thought they got rid of it years ago
A mandate that 15% rated must be rated as low performers.... I was told that the thinking is that they will expect to see a number of employees making their own decision to leave IBM when they receive such ratings...
The current review cycle incorporates additional decision-making elements and authorization to layoff an individual that extends beyond performance assessment.
Why is it so much more complex than past years? Were previous years not a pretext for layoffs as well?
I struggled during my career at IBM with the question. How can a complete useless piece of sh1t, technically re--rded review and appraise my work. I did not spend time writing results.
I lasted 3+ decades. I could have spent a little effort to kiss a$$ and brown nose to get more. It was not worth.
BINGO! And it’s exactly why, as @OP pointed out, they require all these layers of approval. Those sign-offs are basically signatures on death warrants.
What are the titles of these "essential" workers who sit at a desk (or in bed, or on the couch, or at their kid's dance class) doing almost nothing every single day?
If you cannot state your job title in 1-2 words, so that even a kindergartener knows what you do for a living, you are likely in the category of near-future replaceable.
@a1 has any IBM review ever been on the "straight and narrow" for the past 15 years especially when IBM is run by corrupt IBM Indian executive crooks ? It's just another way to get IBM US employees out of the door. You might have a great review and then the layoff meeting and notice arrives the day after that.
They’re using this as a pretext for the next wave of layoffs. The “review” is a Trojan horse—it’s not what it appears to be on the surface.