Microsoft

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Best place to intern!

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

I worked at Microsoft as an intern (less than an year)

Pros

1. Microsoft has really changed a lot over the year. I loved being challenged every day and working on new things
2. I got a free surface pro + got to see Macklemore and Steve Ballmer live
3. Seattle is just awesome in summer. The place to be!

Cons

The corporate housing is a bit expensive

Recommends
Positive Outlook
Approves of CEO

8764 Other Employee Reviews for Microsoft (View Most Recent)

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  1.  

    Disgruntled

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

    I worked at Microsoft full-time (more than 5 years)

    Pros

    Worked with a lot of good people.

    Cons

    Inconsistent leadership from upper management.

    Advice to ManagementAdvice

    Leadership in very ineffective, replacing them could finally move the stock price.

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
  2. 2 people found this helpful  

    It will take years to remove vestiges of the now-gone stack ranked HR bureaucracy

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Escalation Engineer in Irving, TX
    Current Employee - Escalation Engineer in Irving, TX

    I have been working at Microsoft full-time (more than 10 years)

    Pros

    Technological immersion - constant new technology. Stack ranking is now gone.

    Cons

    HR's idiotic and stifling stack ranking (or curve fitting) of employees is now _supposedly_ gone (as part of the "One Microsoft" reorganization). I fear the bureaucratic and myopic HR remains It will take years for HR's poison to be cleaned out of Microsoft. Due to stack ranking, there are now thousands of technically shallow and dispassionate managers tucked away.

    I must wonder whether HR employees were held responsible for their years of employee abuse (it appears not). Over the years, HR trained MS employees well: You were to climb on the backs of your fellow employees, you must avoid working with those who are "better", you were to work according to the metrics your manager imposed (which were frequently idiotic ones, not much better than a "lines of code" metric), and you were to transfer anywhere else, as quickly as possible (so that you stay 'fresh', in your manager's eye).

    Prior to the reorg, the head of Sales & Support required Sales training upon all, required no Support training, and completely misunderstood the purpose of Support (he apparently thought Support was suppose to make sales pitches). With Sales and Support now supposedly split up (per "One Microsoft"), perhaps such damaging behavior has been limited to just "one" of the many Microsoft divisions..

    Advice to ManagementAdvice

    HR needs to be quartered. The money spent on glossy HR brochures and over-produced internal sales videos should be replaced with more morale events. Contracting and outsourcing need to be quartered - think more about employee & customer loyalty, and less about your stock holders' short term bottom line.

    Show and advertise to each country that you care about it, by ensuring each country is only supported by its citizens. Recognize individual employees by offering individual bonuses - ones that are not tied to any of the many "One Microsoft" performance metrics. Remember what Mark Twain wrote about statistics/metrics.

    Reduce the deepest levels of management by 50%. Foster more employee & customer feedback, through _fewer_ levels of management. Start listening more to the _variety_ of your customers. Recognize your marketS: What what youths want is not going to align with what a CIO wants, and individually tailor solutions. Remember that Windows started personal (and _then_ went corporate). Avoid the "one Microsoft size fits all Microsoft customers" gutter (e.g. Windows 8).

    Acknowledge by actions when (individual and) team metrics are not perfect, - e.g. selectively override some of the lower bonuses when they are due to one year's poor "metrics". Be far more terse in your emails: The higher up in Microsoft management one is, the longer the emails have been, but your employees become spammed (each manger is trying to outdo another in email length), jaded, or overwhelmed.

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
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