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great company to work in

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Current Employee - Software Development Engineer In Test (SDET) II in Seattle, WA
Current Employee - Software Development Engineer In Test (SDET) II in Seattle, WA

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

Pros

stability, good work life balance, depending on which team you work on you can get to work on interesting stuff.

Cons

the review system is a mess. you need to spend a lot of time telling people about the work you have done in order to be rewarded. the salary is somewhat lower than industry average in Seattle area.

Advice to ManagementAdvice

fix the review system.

Recommends
Positive Outlook
Approves of CEO

8429 Other Employee Reviews for Microsoft (View Most Recent)

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  1. 1 person found this helpful  

    Under no circumstances would I work here again, and I regret the years I put in.

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

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

    Pros

    Decent compensation packages, although very little room for negotiation.
    Intelligent teammates.
    Nice lateral movement across teams with minimal wait time (18 months or less, with manager approval)
    There are some teams that still have private offices, although for most products the open office model might be better.
    401K match up to 6% of salary.
    Health Club.

    Cons

    The politics at Microsoft are cutthroat and the performance review model based on a graded curve is archaic and contra-indicated for software development, which thrives on collaboration and cooperation. While this ranking system is supposed to have been abolished recently, after 30+ years of its extreme influence as to management promotion and leadership reviews, it is unlikely that this atmosphere of a zero-sum compensation model (there is no winner without a loser), is anything less than entrenched, and, consequently, Microsoft would not be a place to risk years of one's career when there are just as attractive jobs waiting at companies who were of the you-win, we-all-win philosophy from inception.

    Advice to ManagementAdvice

    Do something drastic. For years the opportunities for advancement (or even keeping the status quo) has been limited to one's manager, who were not only fallible, but also, like all humans, capable of pettiness, prejudice, and prejudgements. To imagine otherwise, is to be outrageously arrogant, something Microsofties have been accused of so frequently as to make it almost a byword for the company itself. Shed the image by shedding the management personnel that have been heavily promoted under the system of pushing one's self forward by throwing others under the bus. And enough with the arrogance already. Buy a latte, sign up on GitHub, and join the software revolution. It's lapped you a few times and it's getting ready to do it again.

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO
  2.  

    Premier Field Engineer role - Stay Away

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Senior Premier Field Engineer in Washington, DC
    Current Employee - Senior Premier Field Engineer in Washington, DC

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

    Pros

    The actual work with the customers is rewarding. There are opportunities to develop pretty much any technical skill you could dream of.

    Cons

    Management - the review system was recently replaced. While the prior review system was bad the new one is worse. Microsoft can not set to limit itself to objective criteria metrics like utilization, labor logging, case wellness, etc. These metric are set as goals, but would be ignored if the management wanted to. They will absolutely reward someone they think has "potential" even if they arent doing their core job. If a GM wants someone gone, no amount of work product or impact will be considered. All achievements will be minimized. There is a heavy favoritism system in place. In both review models, feedback was either sparse or non-existent. Managers aren't really "managing". Managers just recently were instructed to provide feedback in 1 on 1s. Dedicated PFE's are pretty much considered the bottom feeders in the organization. The work/life balance is terrible because of the uncertainty/lack of feedback. To make things worse, managers wont give you an example of work being done by "successful" PFEs, or suggest mentors. There are a lot of parasites in the organization that steal/rebrand other work as their own. The sycophants are running amok in public sector/fed civ and NSG. Good luck if you're a new hire off the street trying to make a name for yourself. They'll chew you up for 2-3 years until you leave.
    While there is a lot of training available, there is no time for it.

    Advice to ManagementAdvice

    Instead of having every single PM have a few direct reports, hire some real managers that all PFE's report to. Also, maybe hire some managers that actually understand Microsoft products.

    Doesn't Recommend
    Negative Outlook
    No opinion of CEO
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