Microsoft

www.microsoft.com
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1 person found this helpful  

Know your criteria, constraints and career objectives before you commit.

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Former Employee - Anonymous Employee
Former Employee - Anonymous Employee

I worked at Microsoft (more than 5 years)

Pros

Benefits, notably Insurance coverage
Learning resources, especially for those early in their career.
Cultural diversity

Cons

There are still differences in organizational culture from group to group inside of Microsoft. Unfortunately this healthy heterogeneity is disappearing, and the trend is movement in the wrong direction. Those groups that treat people with respect as individuals and team players versus commodities, that insist on transparency top, down and sideways, and that have strong, collaborative leadership founded on integrity - they are increasingly harder to find.
For those groups that lack these characteristics, the annual performance review model is organizationally poisonous, damaging team cohesion, productivity, and employee morale. Team members are distracted from collaboratively delivering business value by necessary attention to political visibility. Problems and delivered solutions may be artificially inflated or worse, manufactured in the interest of management support at review time.
Performance management, employee recognition and rewards are all critical management accountabilities in any organization. However, these accountabilities are not best assured by forcing managers to fit their staff review results to a static distribution curve regardless of overall team talent.
Careers can end quickly despite an employee's current and long term positive performance track record. If the manager relationship sours, or the employee expresses interest in moving elsewhere in the company, managers will often leverage that employee to fill the poor performance quota.
As risk tolerance falls, bureaucracy grows. The increasing administrative burden is further degrading conditions necessary to team agility, efficiency and innovation.

Advice to ManagementAdvice

Proactively validate, recognize and resolve risks to the future of the company. Find the courage to identify and eliminate behaviors founded on self-serving preservation, and reward those based on integrity. Start with management at all levels. Extend the performance review model to reward not only individual but team, group, and company. Proof the review model against managers without integrity. Leverage the value in increasingly frequent exit interviews to reduce their frequency in the future. Reduce the corporate risk target with spin offs for multiple lines of business. Read "From Good to Great" very soon. Demand transparency, collaboration and respect as cultural imperatives, and eliminate all personnel, policies or environmental conditions that constraint them.

Doesn't Recommend
Negative Outlook
Disapproves of CEO

9262 Other Employee Reviews for Microsoft (View Most Recent)

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  1. 1 person found this helpful  

    Stagnent

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee

    I worked at Microsoft

    Pros

    Use to have great health insurance - Changed in 2013 to a major pay cut

    Cons

    Re-org will not fix the problems.
    Work life balance is no longer acceptable, work more

    Advice to ManagementAdvice

    Upper management needs to new blood

    Disapproves of CEO
  2. 2 people found this helpful  

    A company that still has a ton of potential.

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

    I worked at Microsoft full-time (more than 8 years)

    Pros

    Great opportunity to move to different groups and work on a variety of businesses, organizations and products. Excellent benefits, until this year, and chance to get to know a lot of people. Because the organization moves the needle so often, if you don't like what you are working on or who you're working with - wait 5 minutes!

    Cons

    1. Engineering over indexed to Marketing
    2. Siloed groups that compete with one another, and
    3. Siloed individuals that compete with one another.

    1. One of the teams I was on had a terrific balance between engineering and marketing, however, lately engineers are considered marketers and wow does that not work. There really needs to be a balance between them, but with one central team with a key decision maker.

    2 and 3. There still exists the horrible core lack of cooperation, which will not change while the company insists on stack ranking (even though they swear it isnt') their employees. It just will not happen. The internal competition was something that existed from the early days and still manifests in a workforce that is solely focused on serving themselves, groups that see no value in working together but rather push their redundant product/service down the pipeline just 'because,' and thousands of individuals who are not well supervised, wasting money on initiatives that only meet their own specific committments.

    Advice to ManagementAdvice

    Two fold approach: start with people. end with people. I think you might find a lot of what you're so worried about would naturally work itself out.

    Doesn't Recommend
    Neutral Outlook
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