Kyndryl Brno: Company’s Future, Job Security, and Concerns Revealed

What`s new in Kyndryl

We received numerous emails from you with comments and questions, mostly from the Czech Republic regarding Kyndryl Holdings Inc. Thank you!

The main issue with this company is the absence of a clear direction and strategy except its profit. Rather than developing its own plan and vision, Kyndryl is attempting to align itself with other IT firms. It persists in utilizing the same insufficient model as before its rebranding. The management is accustomed to following, rather than leading, and currently, everyone is waiting for something to happen without taking any action. It is vital to recognize that non-IT personnel cannot handle IT matters, and this would be a catastrophic error for any IT company, including Kyndryl.

One of our readers noted an overabundance of “office plankton” in the company – individuals who merely authorize or support frivolous applications and tools. These redundant persons are compensated by the IT specialists who complete the arduous and beneficial tasks and are accountable for everything that ensues.

I don’t see any difference from IBM Brno delivery center and now Kyndryl client center. It seems that they just changed the name, instead of starting from scratch, they continued to bet on the same inadequate model. And what is the model? This model has remained the same. Realizing high profits with employee overload and a lot of stress, lacking definition of your job. Moreover, the company now works only as a job broker because it does not own any property except its employees. Training, when available, is your sole responsibility. The company expects you to know all the technologies, and at a high level. At the same time, salaries are sometimes many times lower than the competition.

The old Jews were fond of saying that “a new brothel should not be made with old whores“. In this case, the result is more than obvious. On the other hand, Kyndryl claims to be creating a new and independent structure from IBM. Maybe I’m blind, but I see the same players in the management of the company, the same shareholders and formal local owners who stand behind the company. What is actually new? If anyone knows, please comment.

Customers are leaving for more productive support, rather than cheaper alternatives. This may seem unusual as Kyndryl staff are already quite affordable, earning minimum wage. So, what is the issue? The problem lies with Kyndryl, an intermediary recruitment agency that overcharges customers but pays its employees very little. Furthermore, Kyndryl has shifted almost all responsibilities to its workers, demanding that they charge customers without any knowledge of the fee structure. This is done blindly, as there is no contract in place for this purpose.

Any problems or dissatisfaction with the service falls on the workers, who take the blame despite being kept in the dark. It is patently wrong to charge customers without knowing the details and contracts of the work. Kyndryl is content with leaving the dirty work to its employees, who bear the brunt of any issues arising from the lack of transparency. The company’s high employee turnover rate goes unaddressed, as they are unconcerned with increasing wages.

The company continues to employ formal labor contracts, but internally operates under conflicting rules in pursuit of maximum profit at the workers’ expense. As a result, workers are treated without defined rights and poorly regarded. The local management ensures that such practices remain hidden, suppressing any protests regarding workers’ rights violations. It is apparent that the company has constructed such a system to blame workers in case of failure.

There is no discernible distinction between IBM GTS and Kyndryl. Your duties lack definition and there is a lack of transparency in your workplace, as you are unaware of your colleagues’ salaries. Your job title and responsibilities are irrelevant as you are expected to perform a wide range of tasks, including supporting hardware vendors, despite not being a hardware technician and without receiving compensation.

Additionally, you are frequently assigned projects that should fall under a separate team, rather than part of your regular tasks. You are consistently relegated to menial tasks and forced to use inadequate tools due to a lack of trust from the company. While this model may be profitable for the employer, it results in inadequate compensation for employees, despite high expectations for quality work from customers. The company prioritizes quantity over quality, indicating that this is no longer a career in IT.

Employees should reject this work model, but why do they continue to accept it? Customers have recognized the situation and begun to depart, not because of poor performance but due to the company’s unwillingness to assume responsibility. This company lacks investment in anything beyond wages, electricity, and water bills, and they are prepared to withdraw at a moment’s notice if necessary. Unreliable companies such as this cannot be trusted, and customers have discovered superior alternatives. Kyndryl’s focus on cloud structures may ultimately become the greatest IT scam of the 21st century. Successful businesses prioritize investment in their infrastructure and personnel. Nobody can manage your computer more effectively than you.

To gradually boil a frog, one must avoid putting it directly into hot water, as it will instinctively jump out. Instead, place the frog in cold water and heat it up gradually. The frog will not sense the change in temperature until it’s too late. Similarly, when starting a job at Kyndryl, everything may appear routine at first, but beware of the additional tasks that are slowly added without your consent. These tasks may be disguised as promotions or raises, but Kyndryl salary remains unchanged.

These promotions are merely a facade, and switching levels or band will only result in even more duties piled onto your workload. Although astute individuals may recognize this pattern, it unfortunately does not alleviate the situation. Co-workers are often unresponsive to complaints, leaving many new employees feeling trapped and hopeless. In a matter of months, Kyndryl’s system will have successfully normalized these deceptive practices, unless one actively seeks a new job. It’s important to remain vigilant and avoid falling prey to this insidious trap.Those who stay will be turned into robots.

The company generated substantial profits by assigning extraneous tasks and work to its employees, going beyond the scope of their employment contracts. Clients paid for these additional services, however, the employees did not receive any remuneration, and the surplus revenue remained within the company’s coffers. However, once customers seems became aware of this unethical practice, they withdrew their participation, recognizing its unfairness.

The company now faces uncertainty about how to maintain its previous profits, and shareholders may exert pressure on the management team. Despite this, the company is resorting to counterproductive measures out of panic, such as obligating employees to use unfamiliar applications (not Kyndryl) and monitoring their actions. Instead of acknowledging their own culpability, the company is striving to transform their employees into automatons whose sole objective is profit, irrespective of the cost.

Based on our conversation, it seems that the level of indoctrination has reached its peak. You receive frequent phone calls, often during lunchtime, with the purpose of pressuring you to remain vigilant because the company’s profits are plummeting and you bear some responsibility for this. Although this is a call center, you are required to perform complex IT tasks concurrently.

While many calls are simply meaningless conversations, some may have ulterior motives. This is merely a part of the indoctrination process, which is intended to be surreptitious, but they are too hasty to conceal it. They neglect to notify you in the event of senior management or corporate strategy failures, which you will never encounter in the firm’s email spam. In my experience, I have never encountered such a poorly organized corporation.

Tools have become your new bosses at Kyndryl. Unlike other companies, Kyndryl is increasing the use of various applications despite their redundancies. The tools are expected to change every three months due to their inefficiencies. It appears that employees are serving as beta testers for the applications without any compensation, while the company has a paid contract with developers or other corporations. It is evident that these tools do not serve any beneficial purpose for the employees and are simply used to monitor their activities. If you have any complaints, the only entity that will respond is “the mighty tool”.

Customers depart as new ones are scarcely found. Some are in such dire straits that they cannot locate personnel or are facing financial ruin. Regrettably, it is your responsibility to handle these clients and their irrational demands, whilst also charging them without understanding the process. This will undoubtedly be a challenging task. For those who remain and anticipate positive developments, take initiative. Request that management invigorate their actions. Inquire about the reasons behind certain occurrences. Seek transparency regarding the company’s strategy and relationships.

Finally, do not compromise. While it may seem that not everything is within your control, a company is merely a legal entity without its employees. It is unwise to depend on management, who may be oblivious or indifferent to the reality of the situation. Refrain from blaming yourself, for many of the world’s issues are a result of misguided politicians and incompetent management. The European government serves as a prime example of individuals in the wrong positions creating chaos.

Kyndryl should have adopted a local approach after the split. Customers prioritize their local requirements over global ones and seek individualized solutions. Trusting employees to participate in improving the work environment is crucial. Separate teams that understand the clients’ needs and avoid forcing them into a global space. Establish a clear strategy, direction, and goals to ensure customer satisfaction. Separate IT processes from non-productive work and eliminate unproductive applications that monitor employees. Stopping here ,I am not inclined to perform managerial duties as I am not compensated for them.

Kyndryl employees are reluctant to express their opinions, and their managers are also trained to withhold information in accordance with the company’s internal policies. Many of the employees are recent graduates who are inexperienced and unaware of their true value.

Unfortunately, the company prefers to recruit these individuals and does not inform them that this is not necessarily in their best interest. Furthermore, Kyndryl is secretive about its employee turnover rate and does not disclose how many employees have been hired or terminated. However, there is a significant amount of turnover within the company which actually benefits Kyndryl by allowing them to avoid raising wages as other companies do. This is all part of the company’s plan, so there is no need to be surprised.

How will they address the financial crisis caused by the “paper” corporations themselves? Although it may damage their already poor reputation, they will not dismiss employees, but rather, they will seek covert methods to do so. The company contains numerous redundant employees among the upper echelons who provide no value.

However, this decision will only affect the entry-level IT professionals who actually contribute to the company’s success. They will be given additional responsibilities and pushed to their limits using various applications, endangering their well-being. As a result, they will be required to perform tasks that should be assigned to multiple people across numerous positions. These corporate entities are experts at profiting from exploitation and will continue to do so unless resisted.

In countries where workers’ rights are routinely ignored—particularly in many post-socialist states—formal layoffs are uncommon. Instead, employers practice stealth downsizing, imposing increasingly harsh working conditions until employees can no longer tolerate them and ultimately resign.

They will attempt to push you out by inducing disagreeable working conditions, almost resembling servitude. If you endure, it benefits them, but if you depart they will search for someone else, rendering the work environment extremely undesirable. The individual who remains will be compelled to collaborate with robots and conformists, contributing to a toxic atmosphere within such establishments. These “paper” businesses are reliant upon your services, as no one else is willing to undertake their unpleasant and unappreciated tasks.

Customers are being widely encouraged to use “The Cloud” nowadays, although it is not a new concept. Hosting services have been providing almost everything needed for years, and corporations have coined the term “The Cloud” for it. The benefits, such as lower costs, pay-as-you-go, and security, are often emphasized.

However, there are hidden aspects that corporations won’t disclose. They are not concerned about customers’ financial prosperity, but rather aim to get them addicted to the service to control them more easily. Once addicted, customers will find it challenging to leave and will be dependent on the service. The competition to acquire more customers is fierce, but the advertising doesn’t discuss the quality of the service or the need for support. While some companies are aware of this and choose not to be dependent, pressure from corporations is high as they make irresistible offers.

Regrettably, none of the expected developments materialized. Either they lacked the expertise or the desire to achieve them. They preferred clinging to their lucrative business model, oblivious to its detrimental impact on their workforce. They refrained from taking the initiative, possibly because of their deficiency in leadership skills, or maybe they prohibited it. Kyndryl collaborated with firms notorious for their inferior products instead of devising their own, thereby hindering progress. Consequently, the current impasse.

It is disheartening to witness the company’s demise due to uninformed insiders solely fixated on profit, with no knowledge or understanding of IT.

What are the similarities and differences between IBM GTS and Kyndryl? Apart from their names, there are few disparities. The most notable dissimilarity is that Kyndryl will provide its services to all companies requiring assistance with unappreciated tasks.Again, you need to know a lot of technology because this will allow them to move you where they want, and especially because they make a lot of money from not having a clear job description.For this you will have the same salary!

No matter what you do in this company they will always be dissatisfied and want more and more from you. Of course – at no extra payment. Dear readers, your patience is truly remarkable. I implore you to avoid associating with Kyndryl and seek an immediate exit. Regrettably, your government is incapable of safeguarding you as it is no longer under your control.

If you are interested have a look at : Kyndryl – The Party is over, where Kyndryl layoffs and Bench policy are described.

How you can recognize the toxic work environment ? Here are some tips:

 

Be smart !

About the Author

Peacock

Editor

View All Posts