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MSFT Xbox

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

I have been working at Microsoft full-time for more than 5 years

Pros

Great work life balance, decent pay, fun products

Cons

lots of org issues; bloated with lots of redundancies

Advice to ManagementAdvice

streamline. Look at how Amazon structures their orgs. Lean and mean.

Recommends
Neutral Outlook
Disapproves of CEO

Other Reviews for Microsoft

  1. 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 for 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
  2. 1 person found this helpful  

    Disappointed with the work culture

    Former Employee - Software Development Engineer  in  Redmond, WA
    Former Employee - Software Development Engineer in Redmond, WA

    I worked at Microsoft full-time for more than a year

    Pros

    * Good salary, sign-on stock bonus
    * Good health benefits, not so good anymore
    * Brilliant co-workers

    Cons

    * Extremely aggressive culture
    * Groupism, tendency to not let new people in

    Advice to ManagementAdvice

    Change the performance review system to encourage co-operation and knowledge sharing among employees. Manager needs to ensure that the team attitude towards new employees should be one of inclusion, make it easy for them to adapt to the new product, teammates, processes at Microsoft.

    Doesn't Recommend
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