Microsoft

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3 people found this helpful  

If you market yourself, build your brand, you can do well.

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Former Employee - Account Technology Specialist (ATS) in New York, NY
Former Employee - Account Technology Specialist (ATS) in New York, NY

I worked at Microsoft full-time (more than 3 years)

Pros

Great benefits. Very little late night or week end work on your actual job.

Cons

Stack ranking requires you to constantly market yourself and your accomplishements to other managers. If you are the person who likes to work hard, do a great job, and be recognized for it, this is not the place for you. You have to spend 15-20% of your time telling other people how great you are. Those who do it well rise quickly.

Advice to ManagementAdvice

There has to be a better way to recognize talent in your teams. Find it.

Doesn't Recommend
Neutral Outlook
No opinion of CEO

8984 Other Employee Reviews for Microsoft (View Most Recent)

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  1. 3 people found this helpful  

    Product Advisor

    Current Employee - Product Advisor in Costa Mesa, CA
    Current Employee - Product Advisor in Costa Mesa, CA

    I have been working at Microsoft full-time (less than an year)

    Pros

    Brand recognition, company have a lot of money to burn.

    Cons

    Its a club, clique environment. If you're not in the club you will not go very far regarding advancement or anything else. Like high school. Popular in, unpopular out.

    Advice to ManagementAdvice

    Stop high school thing and be professional. This is not high school.

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO
  2. 2 people found this helpful  

    Room for Improvement

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Technical Program Manager in Redmond, WA
    Former Employee - Technical Program Manager in Redmond, WA

    I worked at Microsoft full-time (more than 10 years)

    Pros

    Worked at MS 1996 - 2006, returned in 2011, 2012 as contract employee
    Upside? - strong brand; market advantage; access to resources; with luck and a lot of searching, you can locate opportunity to grow under tutelage of a good manager and/or mentor. Lots of smart people, who are sometimes (it's uneven) encouraged to behave entrepreneurially.
    Excellent benefits. Infrastructure for continuing education, inside/outside company. Formal articulation, career paths.

    Cons

    Today: 96K FTEs, >70K contract employees. Not a sustainable model. In my recent return as contractor, the most critical functions of the group were being outsourced. Not uncommon, and quite unhealthy. I had the impression the company is coasting, vs. augmenting competitive status.
    Continued difficulty coming up with an eval/comp system that gets the best results, near and long -term. Vision for human capital has become somewhat hidebound - e.g. "once a tech PM, always a tech PM"
    Culture largely fear-based, which inhibits cooperation, team-building, max creativity and ROI. I saw the worst "back-stabbing" behavior during the two recent contract gigs - quite noticeable.
    Loss of strategic vision, especially technological, since Bill Gates' departure - witness, failures like Kin (a Windows phone). MS has lost a lot of executive talent which is has failed to replace, and has tolerated quite a few executives (I mean GM level and above) who should have been culled long ago. Lack of exceptional leadership has demoralized rank-and-file. A direct quote from group leader: "Make the decision that insures I don't lose my job." Yes, that was the sole criterion provided for business guidance.

    Advice to ManagementAdvice

    Back to basics: high tech is a human capital game. Everything begins and ends with your people. Your whole approach to HR needs a complete overhaul - - You need a (new) S or E VP of Human Capital and Organizational Development, and a strategy-driven re-engineering of all associated processes: planning; recruiting; compensation; evaluation; etc.. Cull the dead wood, and create the conditions which draws fresh talent to senior positions, and gives them the tools to preserve and maximize the value of their hires. Loose the tired, old, "let them fight it out" attitude towards competition within the firm. That was O.K. at the start, but it's beyond wasteful and demoralizing in its current incarnation.

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
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