IBM

If your job allows, the ability to work from home is a definite plus because I am able to avoid Austin's commutes. The benefit package is pretty good if you are single.

The thinking behind and implementation of the ineffective and destructive performance review process is supposed to be changing this year.

The challenge for the management team will be how to effectively change the thinking behind the old approach to performance review, with its focus on "distributions" or quotas. This thinking is very ingrained in our corporate culture.

Sadly, the previous system was built on outright untruths formally perpetuated by the management team, such as, "There is no quota system.", which is legendary within IBM.

You cannot build a team when staff are effectively played off against each other to improve their "relative contribution". This would be at the heart of why staff avoid taking on projects with inherent risk because they are afraid of being punished if they don't achieve an aggressive goal by losing their meager pay increase, being ranked lower, and possibly becoming the target of a layoff.

The new performance review system sounds good and will work if there is a change in the management mindset and if senior management administers the system honestly and transparently.

IBM's strength was based on free thinking and calculated risk-taking. This approach to doing business needs to be restored and then fostered. Let's turn it around. Remember Watson's approach.

We need LEADERS, not accountants. Our leaders must demonstrate honesty in their business dealings and be forthright in their communications with employees and clients.