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Microsoft is a big company, with pockets of greatness and pockets of sadness to found

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Career Opportunities
Current Employee - Anonymous Employee
Current Employee - Anonymous Employee

I have been working at Microsoft

Pros

Microsoft allows an individual to have a career maintained with one company because there are so many technologies to work with, and numerous organizations as well.

Cons

Policies around performance review are severly antiquated and do not have concrete, measurable goals that are guaranteed to further your career.

Advice to ManagementAdvice

Get rid of any type of labels altogether (e.g. level 65, contribution rating, job title, etc..). For commitments, have 2 - achived and didn't achieve. Reward greatness on a case by case basis. This will help people focus on their job and ignore distractions like who got what.

No opinion of CEO

8179 Other Employee Reviews for Microsoft (View Most Recent)

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  1. 8 people found this helpful  

    The metamorphosis from Tech to a Sales & Marketing based organization is complete, congrats Steve

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Senior Program Manager  in  Bellevue, WA (US)
    Current Employee - Senior Program Manager in Bellevue, WA (US)

    I have been working at Microsoft

    Pros

    --There are a few pockets of real innovation and passion for the customer remaining
    --There are still a lot of really good, passionate, folks still toiling away at the company, most of which are concentrated at the lower levels.
    --Wide range of products/services make it a good place for someone new to the industry "cut their teeth" and get some good exposure. 2-3 years on a single project will give you a great feel for the product, industry, and whether this is the place for you.

    Cons

    --Upper management, including the C level, are more concerned about their next "sale" to further their own careers, rather than building great products that excite and delight the customers.
    --The strategic direction of the company is not well understood, outside the company, and not much better inside. Funding for projects is mostly based upon political favoritism and/or the latest MBA prepared Powerpoint, and rarely on the real merits of the product to the marketplace. Rarely, if ever, are projects and their respective costs truly measured repeatedly for their ROI--look at Search.
    --Bad news is not embraced and respected; the messenger is typically shot or stamped as not being a "real team player".
    --The performance review process has been completely bastardized to focus on individual efforts over team/product delivery; it's more important to determine what your boss wants to see and deliver on that than what the product and/or customer need. The politics of the review process, especially the last month or two prior to the "ranking/lifeboat exercise", are more important than everything you did over the other 10 months.
    --No one cares what your contribution over several years meant to the company, "What did you do for me this last six months?" is all that matters.
    --You are one re-org away from having your career at the company terminated. If you get a bad manager, you are on your own and unless you can escape the group you will likely find yourself on the street -- Under-achieved/10

    Advice to ManagementAdvice

    Retire. For the good of the company, customers, and those truly dedicated and loyal employees, please seek other opportunities or "spend time with your families". Either that, or, take Judge Jackson's recommendation and split the company up--force the various major product lines to live or die on their own merits.
    Revamp the review process to place a minimum of 60% weight on the team's delivery, not the individual's, on each team member's overall review--hey, consider real profit sharing.
    Put an independent agency in charge of reviewing and administering employee feedback on managers--HR and the skip level managers are inept in this role. You have way too many managers that have no business managing people, some of which will very likely become liabilities to you legally.
    Lastly, stop wasting time and money conducting Employee Opinion polls--you and most all the lower levels of managers don't listen or act on the feedback. Instead, you turn it back on the employees, it's "their problem", and then force them to join BS virtual work groups to discuss and suggest ways to improve the problems. In most all cases, the issue is due to bad managers--solution, fire them instead of promoting them!

    Doesn't Recommend
    Disapproves of CEO
  2.  

    14 years at Microsoft, 3 US locations

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Former Employee - Sales Manager
    Former Employee - Sales Manager

    I worked at Microsoft

    Pros

    outstanding benefits, fair pay, smart people, challenging work that contstantly changes (keeps it interesting). Opportunity to try several different roles without changing companies

    Cons

    Company is not a small company anymore - lots of red tape and politics to get anything done
    Lay-offs that really don't make sense

    Advice to ManagementAdvice

    don't be afraid to cut the dead weight
    be strategic about lay-offs - it's expensive to lay people off and then hire them back again a few months later

    Recommends
    No opinion of CEO
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