tag:blogger.com,1999:blog-7555958.post781780406043436132..comments2024-03-18T12:52:48.117-07:00Comments on Mini-Microsoft: Is Microsoft Recession Proof?Who da'Punkhttp://www.blogger.com/profile/18205453956191063442noreply@blogger.comBlogger109125tag:blogger.com,1999:blog-7555958.post-25224754822393209242008-11-12T18:47:00.000-08:002008-11-12T18:47:00.000-08:00Diversity plays no part in this "managment dysfunc...Diversity plays no part in this "managment dysfunction".<BR/><BR/>There are many "boat anchors" - most are white guys and yes, some are diversity hires. But they are porportional to the workforce.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-41762736208735443582008-11-12T08:20:00.000-08:002008-11-12T08:20:00.000-08:00These are hard times. After reading this thread i...These are hard times. After reading this thread it occurs to me how very sheltered Microsoft employees as a whole are from the economic problems facing most other people in the world. I personally left Microsoft 3 years ago to work for a small, growing partner. I don't regret having made that choice, as it has enabled me to grow my career in ways that I wasn unable to realize at MS, however now that that small company has been hit hard by recent financial problems, I now find myself out of a job with not much hope of returning to Microsoft for the forseeable future (speaking of which - any updates on lifting the hiring freeze?). For those of you considering leaving at this time, I encourage you to reconsider. Microsoft is an incredible place with amazing opportunities for growth and mentorship. Those opportunities simply do not exist in very many other companies. I am sure if you can sit tight, you will weather this storm and come out better for it on the other side.<BR/><BR/>As for me, I will continue trying to find a way back in...Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-517558321401208572008-11-11T22:12:00.000-08:002008-11-11T22:12:00.000-08:00I worked at GE before joining Microsoft. GE gets o...I worked at GE before joining Microsoft. GE gets over 50% of revenue & profits from technology products. GE is an extremely well run company and has one of the best managements teams in the world starting from middle managers to the top. You can see that from # of CEOS who are Ex GE folks<BR/> We took good ideas from GE and completely changed it :). The critical success factor for GE is accountability. Every product or group of products is run as a P&L business. So one person is responsible for Engineering, Marketing, Sales, Service and Support. If you dont make numbers for 3 quarters in a row - he/she is fired. Nobody in Microsoft is responsible for a business until it goes all the way to Steve Ballmer. So we can build a bad product and blame it on sales or bad marketing can blame it on product. The only area with some clear accountability is in sales. You either made your a revenue number or not<BR/><BR/>For GE policy to work - we need accountability.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-85583103696912765162008-11-11T21:59:00.000-08:002008-11-11T21:59:00.000-08:00I love the statement earlier that we should cut ma...I love the statement earlier that we should cut marketing. This company is so engineering driven but it never seems to be able to make products that customers want. IF the products were so good, Vista, Office 2007 and would be adopted in droves by enterprises and consumers. <BR/>I love sitting in product planning meetings where PMs/Devs want to build something that will be the next great platform. They dont want to fix the 10 things that our customers are crying for or is preventing us from winning new sales - because the 10 things are not revolutionary. I also love how Engineering always says they will fix it in next release but forget all about it and start looking for the next shiny thing.<BR/> Maybe there is a reason why external people think of Microsoft as a marketing company :)Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-50724667898794260172008-11-10T21:58:00.000-08:002008-11-10T21:58:00.000-08:00"Another reason for managment dysfunction is the "..."Another reason for managment dysfunction is the "diversity" programs. In the US field, we've had many boat anchors get promoted for diversity reasons."<BR/><BR/>I know of a level 65 "diverse female" in MCS. Two promotions in two years. She is undeserving, unethical, and not terribly bright. Do you think she'll ever get let go. Not in a million years. It's a shame, I see a lot of other folks work their asses off, earn the respect and she gets the kudos.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-85748333973505672062008-11-06T05:05:00.000-08:002008-11-06T05:05:00.000-08:00Another reason for managment dysfunction is the "d...Another reason for managment dysfunction is the "diversity" programs. In the US field, we've had many boat anchors get promoted for diversity reasons.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-80107581570909530322008-11-05T16:35:00.000-08:002008-11-05T16:35:00.000-08:00"Thousands of CSGs positions can be eliminated and..."Thousands of CSGs positions can be eliminated and no one will even see any difference" <BR/><BR/>"1- fire as many vendors as possible from HQ and in the subs. I believe there are 15000 of them at Corp. I have two working for me. They are not great."<BR/><BR/>Wow, ignoramus. If you have two sub-par vendors working for you, then you didn't do a good job selecting the right candidates! And you have no idea how much work is really done at MS by contractors and vendors. Do you really think all the FTE's can do the grunt work they do? <BR/><BR/>MS has done the wrong thing for a very long time (e.g. hiring practices wrt contractors; see 80's lawsuit). <BR/><BR/>The only way it will change is by changing the mentality there. That starts with getting rid of poor senior leadership and dinosaurs (e.g. SteveB and Co.). The times have changed, and some of the leadership hasn't. There are folks in key roles who run the show like it's still OS/2 or Win95 days (some of them are from even before then) because they lack the skills needed for this day and age. Force them to move groups every 2-3 years to get rid of clicks (yes it's still H.S. B.S.). Let's see some accountability, and transparency from the top! Where's the metrics for upper management showing their progress against commitments? Put team incentives in place and get rid of the current review process, it doesn't work! Hire and empower REAL project managers, don't let senior managers do this work. They don't know what they are doing as evident by the consistent use of the term "fire drill", and the mentality that you have to be a "hero" to succeed. Hero's only work in the present, not the future. How do you get consistent reliable data from someone who wants to be a hero? What are they hiding in order to make themselves out to be a hero, and possibly make you look like a fool? If they were such a hero, why couldn't they avoid the near disaster while it was just a bump in the road? <BR/><BR/>Most importantly, get business priorities back to where they should be.<BR/>1. The customer.<BR/>2. The employee.<BR/><BR/>Once this is done, then you streamline your business as needed for short term relief.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-24841462289010460872008-11-05T05:09:00.000-08:002008-11-05T05:09:00.000-08:00Some simple and quick wins:1- fire as many vendors...Some simple and quick wins:<BR/>1- fire as many vendors as possible from HQ and in the subs. I believe there are 15000 of them at Corp. I have two working for me. They are not great. They cost to the company: $30,000 / month<BR/>2- do not replace leavers, just exceptions, when needed<BR/>3- stop all internal projects and identify the one really needed. You will identify them because it will hurt. It is a BCG approach.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-52258452631966399142008-11-04T21:59:00.000-08:002008-11-04T21:59:00.000-08:00so play the game if your an A10 and get a70+ next ...so play the game if your an A10 and get a70+ next time or your gone.<BR/><BR/>nice ... russian roullette ..<BR/><BR/>avoid STB<BR/><BR/>--<BR/><BR/>Actually STB is great to work in. a few people got a/10s due to budget and some other issues ..sorry your taking it personal.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-68964198476724560182008-11-04T07:37:00.000-08:002008-11-04T07:37:00.000-08:00My view is that MS will most likely have to make c...My view is that MS will most likely have to make cuts in some places. Previous recessions have been caused by high inflation which resulted in high interest rates, this has not stopped banks lending, in this recession it is somewhat different to the others because we have not had a situation where energy prices have been high, consumers spending is declining and banks are not able to lend due to being broke. Even with interest rates being cut banks are not offering loans easily. At the moment organization have battened down the hatches, the business plans organization have drawn up are not turning out to be true, therefore they have no idea if they will even be in business in a year or so. Therefore it is a bit hard to see at present that organizations are going to be queuing up at MS and other tech vendors to buy new technology. The bubble has burst, organization are waiting to see where all the bits land, once that has happened we’ll get a better idea of the business landscape, then the cycle will start again, new organization will be formed, they need technology, those organization that survived will start growing again and the cycle beings. Going forward it really going to be a consolidation focus as organization restructure themselves and that in most cases means less people therefore less IT requirement therefore less license sales. If MS was positive about growth then it would not have a hiring freeze and be busy with a cost reduction exercise, I think either during 3rd Q or early 4th Q there be some sort of a fat cut.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-38374306573479305452008-11-04T07:22:00.000-08:002008-11-04T07:22:00.000-08:00To the commenter who dissed Live. I don't know if...To the commenter who dissed Live. I don't know if Live is overstaffed but they must have some good people. The Live photo gallery and email applications are fantastic. The photo editor could use some more of the options from Digital Studio but its a great and free application.<BR/><BR/>If they are overstaffed with deadwood, then please get it out to let the others accomplish more and be better rewarded.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-57673170836655434082008-11-03T08:06:00.000-08:002008-11-03T08:06:00.000-08:00Of course, it is not recession proof! Sooner or la...Of course, it is not recession proof! Sooner or later there will be cuts if the overall economic conditions don't improve. In some ways, it will be good the right FAT is cut. And there is a lot of it all around. See all those directors, pums, partners, GMs & *VPs...Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-24487272072682609712008-11-02T12:19:00.000-08:002008-11-02T12:19:00.000-08:00Basically the MS employees needs to staop being wh...Basically the MS employees needs to staop being whiny bitches and suck it up like they did in the 90s.<BR/><BR/>I was reading through and saw someone reference the whining that happened and the morale event over the "towels". To those people, go join a towel manufacturing plant if you want free towels. Get over it. Would you rather have a free towel or an increased share price?<BR/><BR/>Its just straight up retarted at this point most MSFT employees in marketing (like the US Sub) has forgotten how to work. They have marketing initiatives and the first thing they do is hire a v-/a- to run it and take all accountability so that they can mark down in their review that they did something, but be able to blame a vendor if it doesn't work. Most employees have forgottent how to work and have only mastered MSMarket. Cuts like the proclub is a great idea.<BR/><BR/>the company hasn't doubled proportionally in profit/revenue to the size that it has grown in headcount/costs.... as such there is clearly something wrong with the way spending is happening.<BR/><BR/>It's frustrating as hell when people hire vendors for the year or more at more cost than the entire TCO of a new hire and then the frutstration continues about the perception/belief of vendors making so much money and thus internal resentment....<BR/><BR/>Get back to the late 90s and early 2000. Cut the team and expect more, you'll naturally weed out underperformers if you call them out publicly comparatively...Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-67061063280478260392008-11-01T21:27:00.000-07:002008-11-01T21:27:00.000-07:00As I have already resigned from my previous job , ...As I have already resigned from my previous job , I am unemployed now. (silly me :( )<BR/><BR/>So... any news regards when will the openings be unfrozen?<BR/><BR/>--<BR/><BR/>you shouuld have waited to get your start date and other before resigning.<BR/><BR/>--<BR/><BR/>Well, I got my start date & the contract has been prepared by my HR agency already. <BR/><BR/>Anyway, thanks for the update.Unknownhttps://www.blogger.com/profile/18154686456557043629noreply@blogger.comtag:blogger.com,1999:blog-7555958.post-11066157434331919402008-10-31T00:14:00.000-07:002008-10-31T00:14:00.000-07:00As I have already resigned from my previous job , ...As I have already resigned from my previous job , I am unemployed now. (silly me :( )<BR/><BR/>So... any news regards when will the openings be unfrozen?<BR/><BR/>--<BR/><BR/>you shouuld have waited to get your start date and other before resigning.<BR/><BR/>No news.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-21366626516586959562008-10-30T09:57:00.000-07:002008-10-30T09:57:00.000-07:00I am one of those who have completed the interview...I am one of those who have completed the interview loop successfully. An offer notice is given to my HR agency BUT the opening is frozen.<BR/><BR/>After waiting for 2 weeks since the offer notice is received, the HR told me to wait for another 2-3 weeks for "resource plan review by management" and "the opening is NOT frozen". <BR/><BR/>As I have already resigned from my previous job , I am unemployed now. (silly me :( )<BR/><BR/>So... any news regards when will the openings be unfrozen?Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-77888254773245632612008-10-30T04:08:00.000-07:002008-10-30T04:08:00.000-07:00I agree with cutting CSG, firing Marketing/PR, sta...I agree with cutting CSG, firing Marketing/PR, starting to re-accessing if Live/MSN really needs that much of our core product money to burn. <BR/><BR/>I used to work in Live. I can surely say 80% people there are the worst in the industry. The only reason why they are still in Microsoft and get promoted almost every year is their managers are worse than them. Also, they know SteveB would do everything to compete with Yahoo! and Google. From the way I see it, it will never happen as long as they have these useless, stupid engineers with NO real engineering practice.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-25612996090731541472008-10-29T21:43:00.000-07:002008-10-29T21:43:00.000-07:00im a senior band 62 and can't make much more $$$ ...im a senior band 62 and can't make much more $$$ .. got an A10 this year and can't even interview in some teams. There is an unofficial A/70 or higher BAR in alot of teams .. it is not OFFICIAL .. but it is a soft recommendation ..<BR/><BR/>so play the game if your an A10 and get a70+ next time or your gone.<BR/><BR/>nice ... russian roullette ..<BR/><BR/>avoid STBAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-74430628182505301492008-10-28T14:00:00.000-07:002008-10-28T14:00:00.000-07:00My last req somehow survived the cuts. It's a sexy...<I>My last req somehow survived the cuts. It's a sexy senior pm slot - could even be higher. You have to work with edgy/top architects and majory partners. This may scare some away but shouldn't those Marine Corps, Airborne Infantry types out there.<BR/><BR/>And the internal response is ... "chirp, chirp" We had three less sexy sounding position that all got filled in the last three months. My challenge to those whining is to get up on the career site and challenge yourself. If you're a top performer there are many hiring managers willing to take on someone with longer term potential. <BR/><BR/>Come on folks!</I><BR/><BR/>I have been looking on career for 2 months now and it seems like all the good jobs never even make it there! What team is this? Admittedly I am looking one level below senior, but if your team has more positions..Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-62386980361883766372008-10-28T13:41:00.000-07:002008-10-28T13:41:00.000-07:00Yup I'm another one of those affected by the hirin...Yup I'm another one of those affected by the hiring freeze. I went through a loop, and I think the team liked me, but so far there is no news.<BR/><BR/>And I am a strong performer - 20% exceeded AND promotion each year I have been here.<BR/><BR/>I am seriously considering leaving Microsoft. I have outgrown my current position, and I don't have managements favor. Even though I do well the leads do not view me as a "hero" and so I don't get a gold star or the chance to do something bigger.<BR/><BR/>This company is going to the dogs and I am not asking "IF I should leave" but rather "WHEN"Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-39022102143423438492008-10-28T13:38:00.000-07:002008-10-28T13:38:00.000-07:00You want to cut? Look up jeffo in headtrax - but b...<I>You want to cut? Look up jeffo in headtrax - but before you do, lets play a game. Guess how many people it takes to do Help for Office. Now look at his report count. I bet you were off by a factor of 10.<BR/><BR/></I><BR/><BR/>HOLY COW! I was off by a factor of 30 and I thought I was being generous!<BR/>What is this team doing?!Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-12534222923636142192008-10-27T21:44:00.000-07:002008-10-27T21:44:00.000-07:00was wondering what happens when new hires are put ...was wondering what happens when new hires are put into this as HR seems to care a damn about it.<BR/><BR/>=-===<BR/><BR/>CSP "new guy" game .. you could have 40 years of OS experience but new to MS equates to zero years and "opportunity" to show and try to make up for it ... kind of lame IMOAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-82445218637787427322008-10-27T10:46:00.000-07:002008-10-27T10:46:00.000-07:00Microsoft should do one of two things, either let ...Microsoft should do one of two things, either let all the 10%ers go, or stop using the stupid curve in the first place.<BR/><BR/>Really, the entire 10% designation is massively disruptive to morale, so if you're going to use it, you'd better believe in it enough to think you can get by without the people you tag with that label. With the economy slowing (and MSFT will be hit harder than most because business will cut back on purchases) you should cut those folks and save the money.<BR/><BR/>Now, personally, I think the bulk of the people in the 10% bucket are actually very valuable employees, but the company has already thrown away any value from them just by tagging them 10%ers. The folks who get a 10% fall into one of three categories:<BR/><BR/>-good people who leave the company for a better job, taking their talents with them<BR/><BR/>-good people who scale back their effort so that their output is commensurate with their rewards<BR/><BR/>-bad hires who can't do the job.<BR/><BR/>Regardless, you're not getting value out of them, so either believe in the 10% or quit using it.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-26114941728342854392008-10-27T09:56:00.000-07:002008-10-27T09:56:00.000-07:00Performance review for new hires : I have been in ...Performance review for new hires : I have been in the company for the last 9 months and every thing was going well with my manager in my bi-weekly one-ones but my performance review came in as shocker as he put me in the worst bucket you can imagine . What is interesting is that he did not have any comments against my commitments coz I have exceeded them in all aspects but he wrote a bunch of trash which is puerly subjective . I was wondering what happens when new hires are put into this as HR seems to care a damn about it.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-78572627986313487972008-10-26T08:24:00.000-07:002008-10-26T08:24:00.000-07:00Your 10% policy,Here in India all those who are in...Your 10% policy,<BR/>Here in India all those who are in 10% list are new hire. It smell rat.<BR/>How can only new people are in 10% list. You old microsfties manage it well. Keep it up.<BR/>And lets talk about your GOLD STAR, I know few of them, not writing a single line of code and being HERO.<BR/>Again keep it up. Any way Microsoft is not engineering company any more, It is run by Managers who can make and break engineers. Keep it up MS Managers, u win and we need to go, because we have no connection so we will be in 10% list onlyAnonymousnoreply@blogger.com