I hear some people get paid well; that was not the case for me.
In the 12 years I was at IBM, the company changed drastically.
It started with little things (no more free lunches, etc.) and eventually ended with major changes (401K), which mostly affected us blue-collar workers.
The morale after the summer 2013 layoffs was infectious, and I honestly hated going to work.
I combatted this by just working from home, but in the end, I just saw too many people who didn't care anymore.
A lot of people had and still have the "I'm waiting for my [severance] package" mentality, which I will admit, I had for some time as well.
I also saw many friends who were laid off struggle to find jobs, and that really bothered me.
I spent the better part of six months studying and applying for jobs outside of IBM.
I frequently encountered negative comments and stereotypes about IBMers from recruiters, HR personnel, and other engineers.
Unfortunately, regardless of your skill set, there is a general pessimism towards IBMers.
I think the longer your tenure at any company, the more skepticism people will have towards your skill set.
Looking back, I think I thought the severance package was worth waiting for mainly because I had started to believe what some managers at IBM had instilled in me: fear and self-doubt.
Many times when I complained about pay, bonus money, or ratings, I got the good old "you should be happy you have a job."
The last one my manager gave me was, "IBM offers a lot of flexibility for you and your family."
It is not IBM's responsibility to keep you skilled, but it's usually a good question to ask yourself: Can this job/company help me grow professionally?
I feel pretty blessed that I left, and I think it was a smart move emotionally and professionally.
I have encouraged friends to leave as well, but for some, that just seems impossible.
I don't think you can right the ship; there are just too many messed-up things going on there.
I hope the best for all IBMers and hope that I am wrong about IBM.
Good luck, IBMers.
I did not have one, as I had previously interned and was basically offered the job given my previous experience. Usually, one manager will do all the hiring for an area and conduct the initial screening, followed by conference calls with the team th
The initial contact was a phone screening interview. Several days later, I was contacted for interviews with several technical personnel and given a short skills assessment test. The screening interview consisted of general questions about my curren
The interview process consisted of pretty straightforward behavioral questions with very little technical depth. The culture was professional and stuffy, likely not appealing to younger individuals. The manager lacked technical expertise, and the tec
I did not have one, as I had previously interned and was basically offered the job given my previous experience. Usually, one manager will do all the hiring for an area and conduct the initial screening, followed by conference calls with the team th
The initial contact was a phone screening interview. Several days later, I was contacted for interviews with several technical personnel and given a short skills assessment test. The screening interview consisted of general questions about my curren
The interview process consisted of pretty straightforward behavioral questions with very little technical depth. The culture was professional and stuffy, likely not appealing to younger individuals. The manager lacked technical expertise, and the tec