tag:blogger.com,1999:blog-7555958.post114796312272989170..comments2024-03-18T12:52:48.117-07:00Comments on Mini-Microsoft: Microsoft's May 18th 2006 - a Big Turning Point (?)Who da'Punkhttp://www.blogger.com/profile/18205453956191063442noreply@blogger.comBlogger300125tag:blogger.com,1999:blog-7555958.post-1159630118413104152006-09-30T08:28:00.000-07:002006-09-30T08:28:00.000-07:00"I've read enough here. I'm getting really tired o..."I've read enough here. I'm getting really tired of the complaining. The party is over guys. Congrats, you're an stuffed polo shirt working in a Fortune 500 company with all the bullshit that that entails. Now, can we get some work done here?"<BR/><BR/>Translation: I'm getting paid to build my little personal empire. I don't produce shit, but I still get paid. Could you people stop talking about these problems so I can stop worrying that someone might notice that I don't really produce shit but get paid well?<BR/><BR/>Microsoft is producing worse and worse products by breaking previous products and bloating .NET 2.0 broke so much existing code that it isn't funny. Seriously, the industry is pissed. Microsoft doesn't notice and doesn't want to. No one is particularly responsible so no one gives a damn. Their little empire within Microsoft is getting paid so who cares how the product turns out. That’s some one else’s fault. People add their crappy little 2 cents worth to a product then claim what great features they produced.<BR/><BR/>Microsoft should have a 50% RIF immediately. People should get back to producing solid products and not producing personal empires. Most of Microsoft’s gain in product “features” seems nothing more than academics. Solutions looking for problems; empire building.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1149357915198914502006-06-03T11:05:00.000-07:002006-06-03T11:05:00.000-07:00For every Mini-Microsoft and other anonymous emplo...For every Mini-Microsoft and other anonymous employee posting on the blogs, there are many, many more employees inside the company that are helping to make the changes that are needed to bring Microsoft back from the brink. It started in late 2004 (mini certainly had a seat at the table) and really kicked off at Bill's Winter Thinkweek in Jan 2005. People captured the problems that were facing and published them for all to see. When the changes were made to the HR leadership (behind the many stupid changes that impacted employees) and LisaB was promoted, it was a real change on the move.<BR/><BR/>And the towel thing? How many employees really lost any sleep over the towels missing from the showers? (I bring my own.) I do get that it's more of a statement. I would much rather have seen the old ESPP program reinstated than the towels. <BR/><BR/>LisaB has listened to employees, and is the driving force behind many changes... some that SteveB and the execs may not agree with at first look. Many of the 5,000 regular employees who attended Lisa's listening sessions were the ones who helped make the changes happen.<BR/><BR/>And I agree with anonymous ("stuffed polo shirt working in a Fortune 500 company"): let's get some work done here and kick some booty. We will improve change the world. Change isn't what the company does for you, it's what you make of the company and the products we produce. If there's crap coming out of 98052, it's not due to Steve, Bill or any of the presidents. it starts with each one uf us: the employees.<BR/><BR/>One exec said this week, Ship It, don't Ship Sh*t. I agree.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1148948350836113502006-05-29T17:19:00.000-07:002006-05-29T17:19:00.000-07:00I'm not an MS employee. I use WinXP (home) and Wi...I'm not an MS employee. I use WinXP (home) and Win2K (work). I think MS is too big. There is a limited sized market, and MS has too large of a share of that market.<BR/><BR/>The company needs to divide itself. Home products, Biz OS, Biz Applications (including Office), Net software (including IE/OE/Outlook), XBox, MSN -- six separate companies, with separate ownership, management, goals, and futures.<BR/><BR/>Right now, other companies are afraid to partner with MS, fearing that they will be the next WordPerfect to be turned on and devoured. If Office was separate from the OS company, then competitors to Office would be more willing to work with the OS company.<BR/><BR/>Likewise, the Business Applications (Office) company would be able (and hopefully willing) to compete on other OS platforms. Maybe they would be willing to adopt ODF instead of that truly awful OpenXML format.<BR/><BR/>The big antivirus and antispyware companies are now shaking in their boots, seeing already that they are the next targets. There are definitely things that can be done to make the OS more secure, but this seems to be invading turf solely because growth is stagnant.<BR/><BR/>For you employees, your work has truly been helpful in making computers easier to use for the masses. Let's hope that the company will make the changes needed to continue that work.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1148948210864169982006-05-29T17:16:00.000-07:002006-05-29T17:16:00.000-07:00A nice summary of Microsoft's problems here:http:/...A nice summary of Microsoft's problems here:<BR/><BR/>http://toorg.blogspot.comAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1148853923194035622006-05-28T15:05:00.000-07:002006-05-28T15:05:00.000-07:00>>The towels became the symbol of poor leadership....>>The towels became the symbol of poor leadership. That and the office-supply hide-and-seek.<BR/><BR/>Going back further, how about the shredding paper towels in the bathrooms, Talking Rain in plastic bottles, spicy-hot V8, et cetera....Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1148808296922528222006-05-28T02:24:00.000-07:002006-05-28T02:24:00.000-07:00I've read enough here. I'm getting really tired of...I've read enough here. I'm getting really tired of the complaining. The party is over guys. Congrats, you're an stuffed polo shirt working in a Fortune 500 company with all the bullshit that that entails. Now, can we get some work done here? We can change the world. Let's try that again shall we?<BR/><BR/>Here's what I think makes more sense.<BR/><BR/>Profit and Recognition for shipping product. If you sell a lot, you get a bonus based upon Sales. New Product gets a bigger bonus because it's harder to become successful with say... Onenote than it is with Word. Every product Microsoft ships comes with a read only file with the names of everyone who worked on it, and their position in the company. That way, if it's a shit product, you take the wrap equivalent with your responsibility. If it's a great product, then you get the accolades. (And no doubt some decent offers outside the company)<BR/><BR/>We keep scaling down Enterprise products for Small Business. Let's stop that, and do more for Small Business than we do for Enterprise - It's where the majority of US Jobs are coming from. No more SMB product that's just Enterprise product with Feature lists slashed. Let's do more with Small Business Server, it's a killer product.<BR/><BR/>Stop these goddamn betas and CTPs. They're killing the company. People see the product too early on and piss on it. Vista is a fantastic example of how not to release a product. With builds leaked and released on a near weekly basis, there's no surprises or buzz to generate anymore with the exception of screwups and crashes. The company is now getting slammed when one beta doesn't work well with another (Even when there's planning for them to at a later date) Involve real customers but make them sign NDAs - 15 year olds with blogs and a home built machines with neon lights in them are reviewing our products online and distorting the focus of our products.<BR/><BR/>We need a big push in Education for our platform. The majority of colleges pay us lipservice and then teach the kids with Java, Linux, Oracle and C++ We need a lot more Dot Net Developers. The Express products are a helluva start but, we're not there yet.<BR/><BR/>Bill needs to stop with the keynotes. He's as interesting as watching paint dry. We need to find the next Steve Jobs who can dazzle the customers with bullshit and generate a buzz - and that means keeping out mouths shut about products until they are out the door. <BR/><BR/>Create an Open Source Linux Distribution - if only to give the slashdot crowd something to moan about. <BR/><BR/>Release Windows 2000 for free to developing nations. Stop this crap with cellphones and TVs, or renting them software. We need to build bridges with the developing nations, this is where our next customer base could be.<BR/><BR/>Get the documentation done on the EU Compliance thing. This is a millstone hanging around our neck and no good will come of it until it's completed.<BR/><BR/>Dump 15 percent of the cash to long term stockholders and non-partner employees. Show the world that loyalty is appreciated.<BR/><BR/>Quit the comparisons with Google. They do search. We do everything. They are starting to piss people off too. A couple of years of Microsoft flying under the radar and they'll be the big bad enemy.<BR/><BR/>We lost the Portable Music war. Find a way to get WMA content on an Ipod and stop pushing the crap from the Hardware OEMs - they're wasting their time.<BR/><BR/>Ok - That's my rant. What do you think?Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1148620990029190732006-05-25T22:23:00.000-07:002006-05-25T22:23:00.000-07:00Clarity on these level/groups would be niceL59 - s...<I>Clarity on these level/groups would be nice</I><BR/><BR/>L59 - starting SDE and SDET level for someone fresh out of college with NO work experience.<BR/><BR/>L60 - same as L59, but coming with 1-2 years of experience.<BR/><BR/>L61 - L60 + 2-3 years at MS.<BR/><BR/>L62 - L60 + 5 years at MS. This is the core developer level for an average developer job on an average product.<BR/><BR/>L63/L64 - senior developer owning core features in areas such as MSN Search, Windows Fundamentals, SQL Server Engine, other server products. L63 is also where the leads (first-line managers) start.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1148581032263743662006-05-25T11:17:00.000-07:002006-05-25T11:17:00.000-07:00Long time reader (really long time), ok lurker. Li...Long time reader (really long time), ok lurker. Like I am sure most people do, I don't agree with everything here (who would other than you right?). But I have no qualms with not agreeing, thats fine, thats what gets people to think. <BR/><BR/>I have done well at the company by working hard. I have given 60-118 hours a week for almost 5 years of my life. All for almost 300 million customers to get the best product. Am I full of myself? Maybe. But without keeping the end goal in mind, working that hard is just sadistic.<BR/><BR/>The only time I had an issue with the review system was after moving teams... before the review. Of course I knew what was coming, and even then it was only a 3.5, but it still messed up my average.<BR/><BR/>Other than that, I don't think I have ever had a problem with the way the review system worked. I have of course read many of the articles and comments here and don't disagree with everything, but the way I see it is that better the devil I know than the devil I don't. For instance I know I can make it to the top of the stack. I have managed to do it for years now. I know what that brings and the merit associated with it.<BR/><BR/>With this new system, am I now going to be punished? So now being at the top means nothing? I just have to share the merit with everyone else? I know that sounds selfish, and I can see how it can look like from everyone else. I am sorrty for that, but keep in mind I AM giving up my life here for our customers and the company.<BR/><BR/>I will be interested to see how it works out in September. But I did well with the old system. If the new system hurts the top performers (which I am basing on the fact that now the "fixed merit budget" may have to be spread across an entire org rather than the performers), then what is the motivation for them to stay at the company?Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1148513129012536452006-05-24T16:25:00.000-07:002006-05-24T16:25:00.000-07:00so you've been dugg, and for those of us who don't...so you've been dugg, and for those of us who don't work for MSFT, an explanation of the following would be appreciated:<BR/><BR/>(feel free to point me in the right direction if an explanation can be easily found elsewhere)<BR/><BR/>-- the 5.0/4.5 // 4.0/3.5/3.0 // 2.5 scoring system; is this for both managers and employees? I understand that managers heavily impact employee scores, but how are manager scores impacted?<BR/><BR/>-- work/life balance; is this an official initiative? are managers told to implement some arbitrary weighting system for performance based on whether someone spends more/less time at work?<BR/><BR/>-- "Level 59s in a group. 60s, 61s and 62s in a group. 63s and 64s in a group." Clarity on these level/groups would be nice.<BR/><BR/>I'm not asking for anyone to go tremendously out of their way to provide this information; any one who can fill in a few blanks for (and likely others) would be greatly appreciated.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1148488771800004872006-05-24T09:39:00.000-07:002006-05-24T09:39:00.000-07:00Spending on research is a very bad idea. Microsoft...<I>Spending on research is a very bad idea. Microsoft BOB.... I rest my case. Sadly</I><BR/><BR/>Perhaps the former Melissa French (and current Mrs. billg) might have a different view of the ROI in this instance...Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1148435994522608132006-05-23T18:59:00.000-07:002006-05-23T18:59:00.000-07:00Microsoft PoliciesIs Windows Genuine Advantage not...<B>Microsoft Policies</B><BR/><BR/>Is Windows Genuine Advantage nothing more than officially treating everyone to be guilty until proven innocent? Think about it, you go buy a new PC that had Windows pre-installed, as if you had a choice. You got your receipt in hand, and the first time and thereafter everytime you must prove you are innocent if you want to download from Microsoft software which you had already paid for in full. On top of this, Microsoft tells you in their EULA, which you have no rights to even negotiate, that their software is only license for you to use, but how can this be true since they are making you prove time over again each and every time to prove you already had paid for this software. Doesn't this make you feel treated like a criminal to be subjected their policies, honestly?Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1148396968867891032006-05-23T08:09:00.000-07:002006-05-23T08:09:00.000-07:00I thought more about the comment of a blogger abo...I thought more about the comment of a blogger about the company executives lacking wisdom.It is indeed true. Without not getting what you want, pain and defeat you lose keen senses of perceptivity and empathy along with wisdom. Those are the traits that allow executives to decipher proactively the warnings of the organization, the employees, and the customers that something is wrong.These traits help you to be proactive in assimlating the consequences and developing the solutions. Our executives throw money at problems or reorganize.When stock was splitting and resources were boundless they did not have to hone in on their skills to motivate a company. Ballmer keeps doing the same dance year after year. He will not change the formula.The execs simply have not developed those skills. When a country wants to go open source, they throw money at the problem, when emerging markets are a challenge they dole out money to that country like China. In essence being a monopoly has hurt them from learning these skills that they lack inherently. They know how to buy love but not earn it.<BR/><BR/>I recommend that the Board of Directors give some thought to this and make changes. They need to bring in industry people who have demonstrated through their performance both inherent and learned skills in effective executive management.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1148364015492691262006-05-22T23:00:00.000-07:002006-05-22T23:00:00.000-07:00MSFT has underperformed every major market index f...<I>MSFT has underperformed every major market index for 4 years. It's the 5th or 6th worst performer on the DOW 30 since '98 and I believe the 1st or 2nd worst so far this year. Yeah, us dissapointed investors are really just impatient complainers who wanted to get rich quick and should be thankful MSFT didn't lose all its value. Grab a brain.<BR/></I><BR/>Microsoft has consistently met its profit targets and predicted them without surprises (expect for the last quarter). If you can't calculate the value of a company, it's your own damn fault!<BR/><BR/><I>Michael Eisner at Disney used to share your delusion as well. MSFT is a public company and therefore accountable to shareholders. Gates, Ballmer and folks like yourself might be confused about that but it's true nevertheless. <BR/></I><BR/>You're the one with the delusion. Gates and Ballmer have enough shares and influence to run this company as they please. The only thing that would get their attention is a significant stock drop. If you think that posting here will make senior leadership care about common shareholders, you deserve to lose all your money!<BR/><BR/><I>BTW, if you don't like the posts, don't read them.<BR/></I><BR/>How about: "if you don't have anything new to say after 10+ identical posts, don't post".Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1148363707743658122006-05-22T22:55:00.000-07:002006-05-22T22:55:00.000-07:00Microsoft is always at it's best when it has taili...Microsoft is always at it's best when it has tailights to chase. It has NEVER been good trying to innovate. Microft's money has come from selling someone elses idea better. From the origination of DOS to Windows, it's never been about innovation. Spending a huge amount of cash on research is a waste. Stop trying to crush any competition by leveraging the Windows platfrom. <BR/><BR/>Build the most stable, stripped down, secure, OS..... and let people build on top of it. Give them the APIs that they need. Spur innovation instead of crushing it. Let the market dictate what peoople want. <BR/><BR/>Cut the fat and give people the best steak (to order) that they've ever had. Let me order the side dishes a'la cart. Don't force feed me the things that I can download for free.<BR/><BR/>Spending on research is a very bad idea. Microsoft BOB.... I rest my case. SadlyAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1148343311969904772006-05-22T17:15:00.000-07:002006-05-22T17:15:00.000-07:00LisaB, are you listening? The company picked up mo...<I>LisaB, are you listening? The company picked up more than a few stars during the downturn a few years ago. I strongly advise you to go back through the hiring that has been done over the past few years, and find the people with decades of industry experience who were hired into levels that generally reflect 2-5 years of experience, and JUST FIX THIS using HR level adjustments, unless it's OK that we leave.</I><BR/><BR/>This is an interesting comment. I myself had been a 10yr softie in fall 1999. So with the stock at record highs and visions of early retirement in my head, I quit.<BR/><BR/>Then in early 2002, I got an unsolicited call from HR, asking me if I was interested in coming back to MS. (Someone must have been "mining" reviews of folks who had recently quit.) By now, I was on the road to becoming a new dad, so a stable income and insurance would be a Good Thing. <BR/><BR/>Long story short, I came back (with seniority, thank goodness - hello window!) but at a reduced level. So now I’m doing work 2-3 levels above where I currently am. I'm glad to hear that its not just me that experienced level-deflation upon re-hire.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1148336985328189102006-05-22T15:29:00.000-07:002006-05-22T15:29:00.000-07:00Just read this full blog...and was surprised to ev...Just read this full blog...and was surprised to even see the mention of "COLA" - in local, state and federal government, perhaps, but in the private sector??? I continue to be dismayed by the sad sense of entitlement that's spread through this company (guess that comes as we get bigger and more bureaucratic). If you don't like the gig here, leave...go get a job with the government and then you can get your COLA (and nothing else). Oh yea...hmmm, free towels, sodas and parking places -- forget about it.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1148326502581075422006-05-22T12:35:00.000-07:002006-05-22T12:35:00.000-07:00"The question is why was this plan approved."Becau..."The question is why was this plan approved."<BR/><BR/>Because Gates got into a spat with the head of SONY when the latter wouldn't cave in and run Windows on the PS. So Bill retaliated by going head to head with SONY despite any real chance for a payback on the investment. It's all about trying to cut off SONY from owning the home.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1148326167701478932006-05-22T12:29:00.000-07:002006-05-22T12:29:00.000-07:00"To the "investor" who posts his infinite rantings..."To the "investor" who posts his infinite rantings about "destruction of shareholder value" and the like. It is your own fault. Microsoft is not a "get rich quick" scheme that you thought it was when you bought it. Just be thankful that you didn't lose all your money like those who invested in dot.coms."<BR/><BR/>MSFT has underperformed every major market index for 4 years. It's the 5th or 6th worst performer on the DOW 30 since '98 and I believe the 1st or 2nd worst so far this year. Yeah, us dissapointed investors are really just impatient complainers who wanted to get rich quick and should be thankful MSFT didn't lose all its value. Grab a brain.<BR/><BR/>"Unless your name is Bill Gates or Steve Ballmer you don't have any influence on how the company is run (just like the rest of the employees). Instead of making us read through another "Mommy, they've taken my money and they are not coming back" of yours, do the only thing a general shareholder can do to send a message: sell."<BR/><BR/>Michael Eisner at Disney used to share your delusion as well. MSFT is a public company and therefore accountable to shareholders. Gates, Ballmer and folks like yourself might be confused about that but it's true nevertheless. BTW, if you don't like the posts, don't read them.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1148298851282407822006-05-22T04:54:00.000-07:002006-05-22T04:54:00.000-07:00(Possible book title flashes through my mind.)"So ...<I>(Possible book title flashes through my mind.)</I><BR/><BR/>"So long, and thanks for all the towels?" ;)Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1148276718431231502006-05-21T22:45:00.000-07:002006-05-21T22:45:00.000-07:00OK, I'll bite. It's off topic, but why are we in t...<I>OK, I'll bite. It's off topic, but why are we in the Xbox business? Because the Xbox team is doing a pretty good job executing--imagine if they worked on Windows, Vista would have been out by now, not to mention the extra $billions we would have in the bank. So I'm sure many people are curious about the grand plan there.</I><BR/><BR/>Everyone in xbox is excited about their jobs. There's a lot of great buzz about the part of the business. So, why is the xbox team so excited about the work that they are doing when few if any people in the Windows division are excited about what they are working on? Figure that out, and then maybe people over in Windows will execute better.<BR/><BR/><I>How do you define "good job executing" ? XBox is losing money, hand over fist. Sounds like shit execution to me.</I><BR/><BR/>They were late w/ the first xbox. So they lost market share. And they must've screwed some big things up, because the PS2 just slapped it around (I didn't follow the launch too closely, so I don't know what they screwed up). And they haven't figured out Japan (and that didn't get fixed w/ the 360 launch). But now, with the HUGE lead they'll have on the PS3, they have a real chance to kick the hell out of Sony. If nothing else, they're going to force the competition to take an even bigger loss on their systems (several hundred dollars each, probably $300-400). They've also set the bar pretty high for the competition. EVERYTHING I've read from E3 - even from Sony diehards - is that the PS3 info was a MAJOR disappointment. Sounds like GREAT execution from the Xbox team.<BR/><BR/>And just for the record, I work in Windows.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1148275895333293672006-05-21T22:31:00.000-07:002006-05-21T22:31:00.000-07:00How do you define "good job executing" ? XBox is l...<I>How do you define "good job executing" ? XBox is losing money, hand over fist. Sounds like shit execution to me.</I><BR/><BR/>They shipped on time, hitting the Christmas season in 2001 and 2005, which was impressive. The stuff basically works. They beat Sony and Nintendo with next-gen. The PLAN was to lose lots of money up front and they are executing on the plan. The question is why was this plan approved.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1148275548369074642006-05-21T22:25:00.000-07:002006-05-21T22:25:00.000-07:00In the 2 years the average level for a new hire in...<I>In the 2 years the average level for a new hire in Microsoft was bumped up at least 1 level (2 levels for some disciplines). However the quality of people hired diminished and bar getting lower and lower these days. Now this means at lease two things: 1. the level increase you worked for in the past 2 years has been completely offset by the rise in the new hire level; 2. Microsoft cannot attract new talent on vision and potential anymore and it has to rely more and more on hard cash</I><BR/><BR/>Yes, this year, someone with no experience doing exactly the work that our group does was brought in two levels higher than my current level. I walked in the door two years ago with a 10-year track record in our group's niche. No, he doesn't have more degrees than I do. No, he didn't come with an impressive management background. The reason: he wouldn't sign on the electronic line for the kind of laughable salary I grudgingly accepted 2.5 years ago during the nadir of the dot com fiasco.<BR/><BR/>Yes, I know. I accepted that salary, along with the recruiter's promises of an amazing upside to compensation, with quick promotions, huge bonuses and stock grants, and 7-10% increases per year that would "quickly get me back up to where someone with my expereience should be." Nope. I received 250 or so shares last year. After taxes, that's not even 1K/yr in additional compensation, at 20% per year. Of course, I came in low, so my initial stock award was also paltry, and since I was hired during an industry downturn I didn't even get a signing bonus. And yes, I negotiated hard for better. I own this, and I also own the decision to take my two-gold-star-earning self out of Microsoft if proper leveling is not forthcoming soon.<BR/><BR/>LisaB, are you listening? The company picked up more than a few stars during the downturn a few years ago. I strongly advise you to go back through the hiring that has been done over the past few years, and find the people with decades of industry experience who were hired into levels that generally reflect 2-5 years of experience, and JUST FIX THIS using HR level adjustments, unless it's OK that we leave. Another way you can identify compensation problems in groups is to compare the experience levels and hourly rates of recently-hired contractors to those of employees hired 2002-2005. I've had THREE AGENCIES see my resume on the net and call me for temp work -- IN MY OWN GROUP -- at 25% more per hour than my current compensation (and that's before any OT is factored in). It's really not sending a great message to recent FTE's (it sends the message, ha you chump!) that MS is willing to pay contractors *that* much more than recent FTE hires. Yes, we get benefits as a blue badge. I'm young and single. The benefits I use are not worth enough to me to make it worth forgoing an additional 35,000 on my paycheck anually. And yes, LisaB, that is the difference in salary I'd make as an orange badge, assuming 8 hours of OT a week (which is much less OT than I currently do as FTE, uncompensated) versus what I'm earning now as a blue badge. 35,000 would pay for great insurance, make up for a couple percentage points in 401-K matching that I'd be losing, and fund my Pro Club membership; and there would be plenty left for me to pocket.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1148274059460513392006-05-21T22:00:00.000-07:002006-05-21T22:00:00.000-07:00So if you've received MULTIPLE awards back to back...<I> So if you've received MULTIPLE awards back to back (or longer), you must either be a major suck up, report directly to a VP, or both. Even those that had heard of them knew that these were supposed to be spread across the group, and that the same person should NEVER receive them multiple times, unless they were truly the only star performer in the group </I><BR/><BR/>Lord have mercy. See what the superstars have to suffer? This turd thinks there is no way one can bag accolades by merit. Another poster thinks one can be a superstar only by having no life.<BR/><BR/>These are the people clamoring to make MS a socialist state. You know, equalize everybody and let their be no difference between the top and the middle class.<BR/><BR/>But there is a God. The stack is still there where it matters most and the top performers will still reap the rewards of their exceptional contributions.<BR/><BR/>Yes LRA is gone but a good hiring manager worth his salt can still sniff out the dreg seek to go sediment in another groupAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1148267484086345562006-05-21T20:11:00.000-07:002006-05-21T20:11:00.000-07:00"So, in the spirit of a "Mini Microsoft", why don'..."So, in the spirit of a "Mini Microsoft", why don't prospective employers (or former employees that have 'made the jump') post links to where these other opportunities are?"<BR/><BR/>http://seattle.craigslist.org/sof/<BR/><BR/>There's like, hundreds of them, in Seattle metro area. Saw few offering 100-125k for senior SDE, that's better than L63 SDE gets at MS - and, in smaller company you might get stock which will actually be worth something if the company takes off in few years. And, there's no multiple layers of parasite senior management in small company, they can't afford it, everyone has to contribute for the company to have chance to take off. And, these smaller companies are experts in whatever they do - MS just cannot compete with them, just only having started in areas where others were for years. Once it comes to battle (competition), smaller company fighting for survival will do whatever it takes, first of all promising to share the prospective winnings with its soldiers. It's Sun Tzu's Art of War 101, soldiers have to visualize the reward, and this reward has to be meaningful enough for them to justify risking wounds, otherwise they won't fight with commitment. MS doesn't share the winnings appropriately with soldiers, they don't have no prize worth striving for in their sight (7% bonus won't change typical SDE's life in any meaningful way, sure, you can buy nice drunk trip to Vegas for it, but that's not something worth sacrificing health). That's why MS will start to lose the battles soon, and eventually will lose the war.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1148266546391177412006-05-21T19:55:00.000-07:002006-05-21T19:55:00.000-07:00I am pretty surprised by the I Love Lisa camp. Hav...I am pretty surprised by the <B>I Love Lisa</B> camp. Have you guys even read the benefits fully? Just top few things<BR/><BR/>1. Compensation: No change in base pay. Big stock awards to top 10%. Ok so this means 70% of folks are going to get the same stock grant - an asset that is down 20% in the last month. So oops - your pay remained the same, the stock remained the same, but the total value of your comp went down 5-105 depending on how much stock is part of your total comp.<BR/>2. Workplace Enhancements: Drycleaning - yeah drop your shirts off Monday and maybe get them that Friday or most likely the next Monday for $2.50 a shirt. The neighborhood drycleaner I have charges $1.50 and turns them around in one day. So tell me again what this is about?. Food in the cafeteria - you know this is only in certain cafeterias, right? So now if you are in say building 10 you need to haul your ass over to 25 if you want Shamiana food - and wait in line and pay market rates or more. Tell me why you wouldnt dash off to Kabab Palace and get better food in less than half the time? Pet Care - 'nuff said<BR/>3. Performance Management - Ok this is the most stupid program any one could roll out. I am not surprised LisaB got 3.0s. She doesnt seem to be able to think through basic scenarios. How many of you manage weak employees? How do you set their goals? Yeah you know what I am talking about. You give weaker employees easier stuff to do. I mean are you going to give the really tough work items to the weak folks, see them fail and then have your project suffer? So now - you have a weak employee who you are giving stuff that you know makes them stretch a bit but you are hoping they will achieve their goals and guess what - they are a "meet expectations". So if you are a good resource planner you are going to hopefully have everyone be a "met commitments" or "exceeded commitments" - because if people didnt meet commitments - meant your project just had work that didnt get done. Now suddenly this rating has zero value. <B>Frickin' idiots.</B><BR/>Curve - once you believe in differentiated rewards, this isnt going anywhere. And it shouldnt. Infact managers who peanut butter rewards should be called out for being weak managers.Anonymousnoreply@blogger.com