Microsoft - Read This | Glassdoor
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"Read This"

Star Star Star Star Star
  • Work/Life Balance
  • Career Opportunities
  • Comp & Benefits
  • Senior Management
Current Employee - Computer Programmer in New York, NY
Current Employee - Computer Programmer in New York, NY
Recommends
Approves of CEO

Pros

Work life balance was great... They never forced you to work overtime... 40 hour work week was all that was needed and it was not held against you for promotions.

Cons

Commute to NYC was brutal during rush hour both ways. Recommend taking the train. Some senior managers are not that knowledgeable about all aspects of who they manage.

Advice to Management

Hopefully management can read this right now. I hope they get smarter because they are really ignorant to the needs of lower level associates.

Other Employee Reviews for Microsoft

  1. Helpful (8)

    "The metamorphosis from Tech to a Sales & Marketing based organization is complete, congrats Steve"

    Star Star Star Star Star
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Senior Program Manager in Bellevue, WA
    Current Employee - Senior Program Manager in Bellevue, WA
    Doesn't Recommend
    Disapproves of CEO

    Pros

    --There are a few pockets of real innovation and passion for the customer remaining
    --There are still a lot of really good, passionate, folks still toiling away at the company, most of which are concentrated at the lower levels.
    --Wide range of products/services make it a good place for someone new to the industry "cut their teeth" and get some good exposure. 2-3 years on a single project will give you a great feel for the product, industry, and whether this is the place for you.

    Cons

    --Upper management, including the C level, are more concerned about their next "sale" to further their own careers, rather than building great products that excite and delight the customers.
    --The strategic direction of the company is not well understood, outside the company, and not much better inside. Funding for projects is mostly based upon political favoritism and/or the latest MBA prepared Powerpoint, and rarely on the real merits of the product to the marketplace. Rarely, if ever, are projects and their respective costs truly measured repeatedly for their ROI--look at Search.
    --Bad news is not embraced and respected; the messenger is typically shot or stamped as not being a "real team player".
    --The performance review process has been completely bastardized to focus on individual efforts over team/product delivery; it's more important to determine what your boss wants to see and deliver on that than what the product and/or customer need. The politics of the review process, especially the last month or two prior to the "ranking/lifeboat exercise", are more important than everything you did over the other 10 months.
    --No one cares what your contribution over several years meant to the company, "What did you do for me this last six months?" is all that matters.
    --You are one re-org away from having your career at the company terminated. If you get a bad manager, you are on your own and unless you can escape the group you will likely find yourself on the street -- Under-achieved/10

    Advice to Management

    Retire. For the good of the company, customers, and those truly dedicated and loyal employees, please seek other opportunities or "spend time with your families". Either that, or, take Judge Jackson's recommendation and split the company up--force the various major product lines to live or die on their own merits.
    Revamp the review process to place a minimum of 60% weight on the team's delivery, not the individual's, on each team member's overall review--hey, consider real profit sharing.
    Put an independent agency in charge of reviewing and administering employee feedback on managers--HR and the skip level managers are inept in this role. You have way too many managers that have no business managing people, some of which will very likely become liabilities to you legally.
    Lastly, stop wasting time and money conducting Employee Opinion polls--you and most all the lower levels of managers don't listen or act on the feedback. Instead, you turn it back on the employees, it's "their problem", and then force them to join BS virtual work groups to discuss and suggest ways to improve the problems. In most all cases, the issue is due to bad managers--solution, fire them instead of promoting them!


  2. "Proceed with Caution"

    Star Star Star Star Star
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Marketing Manager in Redmond, WA
    Former Employee - Marketing Manager in Redmond, WA
    Disapproves of CEO

    Pros

    What a great place it was to spend 20+ years of my career. I feel like I helped change the way the world did business.

    Cons

    The bully behavior by upper management that gets rewarded time after time.

    Advice to Management

    Listen to your employees. Give some perks to those below a level 68. That good ol' boys network has got to go.


There are newer employer reviews for Microsoft
There are newer employer reviews for Microsoft

See Most Recent

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