Microsoft Annual Review 2011
It has become a tradition for folks to share their review numbers to help get a sense of what's happening and how your numbers stack up. This year we have a new challenge of working through an entirely new review system and (for engineering) a pay-raise for the levels most at risk of departing for greener pastures. I know folks on the edge of leaving who have been willing to hang on to see what happens.
What's a good format? How about something like the following, obfuscated as you wish:
- L# (promo'd?)
- Bucket (1+, 1, 2, 3, 4, 5)
- Merit % (/Promo %) / Engineering?
- Bonus $K
- Stock $K
- Optional comments about Division / Group, discipline, impression of review
If you like the review system, I'd really like to understand why (something better than, "whee, I got a 1+," please) and I'd encourage commenters to not slam the positive perspectives. I'm not too pleased with the new system at all because I feel very good engineers in my org are getting lower results because of a very strict curve. I'm probably breaking the rules in that if an excellent person got a 3 I'm having my folks be truthful in writing review feedback that, yes, they did an excellent job, just when it comes to the 3 realize that more people did even more excellent work and what it is they need to do to step it up (or, you know, start connecting recruiters with all of those competing 1s and 2s). Same thing for 4s who are doing a good job and not really having any performance problem. HR would prefer me to write the text of the review according to the verbiage of the ranking system, but screw that. I did that years ago when people got a trended 3.0 and I'm still scrubbing those dark spots of demoralizing compliance off my soul.
How do you feel, whether you're a manager writing reviews this year and comparing results to last year, or an IC trying to make sense of your compensation and recognition?
1,309 comments:
«Oldest ‹Older 801 – 1000 of 1309 Newer› Newest»If you leave Microsoft, then you don't have to sign your review anymore.
And life is way better outside, believe me, I left last year and never looked back.
And I never signed either :)
Your bonus has always been based on your past years salary. Your stock award should have been based on your previous years level as well.
That makes no sense. Bonus is compensation for the past year's work; stock awards on the other hand are intended for retention purposes over the next 5yrs. So if they just promo'ed you, they appear to believe that you should be retained at that level.
It is demoralizing to have to sign a review that has lies and have a manager whom says it doesn't matter what the words are.
Lies, ah yes. Ultimately it's your word against your manager's, and the manager always wins. The exact same performance can be spun into a 1 or a 5, depending on how the feedback is written. Focus on the highlights, and it's a 1. Emphasize and embellish the lowlights, and it's a 5.
One of the many flaws in the review system is that it places too much faith on the manager and the manager's chain getting the rating right. Unfortunately the system produces corrupt and political managers who rarely do the right thing by their reports. They can give a 4 or a 5 for the wrong reasons. e.g. The report is a threat to their own promotion, moved teams, doesn't suck up enough, doesn't make them look good, etc.
This is no different from managers anywhere, but here at Microsoft, one bad rating can cripple a career. Power corrupts, and managers at Microsoft have too much power, and too much incentive to abuse it.
L65 promo'd to L66 and got a 1.
Being an ass kisser is not required (I'm surely not). Got fucked on my review last year, also, so it's possible to turn things around in a year, so don't lose faith.
What did I do?
Worked my ass off. Made sure work was scoped right, measurable, and used "is this the right thing for the company as my guide".
Pushed back - a lot in some cases - to follow the right path. Lots of people will ask you to "do this", but you need to make sure "this" is important to the company, is prioritized appropriately, and is something you should be doing in the first place. This is where I see a lot of folks go wrong and get screwed at the end of the year - if you do a lot of good stuff but it's not tied to your job and/or you miss your commitments (or your managers commitments), it's a hobby. Do your job first and anything beyond that is gravy. If you want to take on some extra hours to help out and still get your job done - that's awesome, but always make sure your work is getting done.
Communicated. Make sure your boss and your peers know what you're doing. You don't have to be obnoxious about it, but find ways to share what you're doing with others. It could be a report on a regular cadence, it could be a brown bag, it could be a tech ready presentation, academy live posting, or a brown bag session. From a selfish perspective, the reality is that at the end of the day, people have a calibration process and if they don't know what you do or what your impact is, your not well positioned. Not only for calibration but for new opportunities that may pop up in the team or in teams your management chain engages with. I've seen super smart people who do great stuff but can't/don't/won't share it with anyone, and at the end of the year the discussion is "he's a great guy, super smart, what's he doing?".
Worked cross-group. This is good for you as it helps you see more of the business and helps give you skills that will prepare you for promotions to higher levels where it's required. It also helps at calibration time as people across the business know you, what you're doing, and the quality of your work. From a career perspective, it also helps open up opportunities for you. There are plenty of people I've hired, recommend to other teams hire, or got some high visibility gigs for solely because we worked together cross-group and I was impressed.
Recognized others - when someone does something outstanding, make sure you make sure that their manager and relevant folks get visibility into it. You don't need to be somebody's manager to highlight great work. The person who did the work will appreciate it, and it helps prepare you for what you'll want to be doing as a manager.
Making others great - it's in the CSPs and it's something you need to focus on as you grow in level. It's also pretty damn rewarding if you do it right - not monetarily (or it could be), but satisfaction from helping other people realize their potential.
Worked with mentors - mentors are great in that they can help you see things about yourself that you don't. I was getting E/20 for awhile and got to a point where I thought a little too much of myself. My mentors helped me identify areas where I needed to grow, and I spent a lot of time working on them. A lot of time. I'm *much* better for it, and they truly helped me get to a position where concerns re: a promo were gone.
If you're a solid performer, you may just be a slight bit off the next level (maybe even two). Trust me, I was looking at the exits earlier in the year, but now see myself staying another 5+ years.
My 2 cents, your mileage may vary, but doing these things has worked for me and I've seen them work for others.
@What exactly happens in India Development Center is - if you are a Tamil/Telugu speaker, and your manager is also the same - then even if you do nothing - you will consistently end up in 20%E or the current 1 rating.
This is not limited to IDC in india.
"Does anyone know what happened with/to Simon?"
Karma?
L63
Promo to 64
Bucket: 3
Merit: 2.55%
Promo: 6%
Stock-to-Salary: $4k
Bonus: $11.8k (target for a 3)
Stock: $17k (target for a 3)
Finance so understand that I am off the high comp track
was told that manager could have gotten a 2 for me but then not the promo, so as usual the game is still being played
L60 Dev
Bucket 5
I personally feel I earned a 3. A 4 I would grudgingly accept. The 5 is due, unfortunately, to politics... I'll be quitting soon and looking for a new job. Any ideas on what leaving MS is like (the process you go through with HR or whatever), or good companies to apply for in the area is appreciated.
Sex claims and the 'wild ways' of Microsoft bosses laid bare:
http://www.independent.ie/world-news/europe/sex-claims-and-the-wild-ways-of-microsoft-bosses-laid-bare-2863829.html
JPC & Stijn:
1. Who are these hooligans in MS UK ?
2. Are you on top of it ?
3. Did you check for similar things in other subs ?
Shame.
Enjoy your Bucket/Merit/Bonus/Stock
Just had my review. It was cool. Whatever. Bought myself a bag of pretzels to celebrate and had a chocolate milk.
I find it hard to believe that 1 out of 5 people are worth letting go, especially when it comes to smaller teams -- 2 out of every 10 person team; 3 out of every 15 people team -- since these smaller teams will be asked to meet the curve as well going into the next bigger ranking.
Yet this new system has essentially done that. The 5ths are basically doomed. The 4s likely just leave on their own since they don't want to become future 5s.
Its okay to be ranked 4 or 5 in any one year. If I compare myself to the 4 others at my level on my team, I don't see much difference between the top and the bottom and I can see rankings flipping very easily.
So it would suck to lose the one that got ranked a 4 or 5 unless they were clearly underperforming.
This system also makes promotions a mixed bag. You need to get promoted every couple of years or else you wind up in danger. But then once you do, you're now measured against a higher performance set.
I'd rather have steadly, slow development with a steady pay increase than jump to far up, get paid well for a year or two, and then end up failing.
--
does anyone know what the deal is with the "stock to base" amount?
Is that a one time bump?
What about next year.... does it go away?
Is it paid out in a one time pmt or broken out for a year (or gasp! even longer)?
--
Really? Really? Why is that concept so hard for people to get? I feel like they've explained it a million times and made sure managers understand how to communicate it.
A certain amount of the money from the stock pile has been moved to a permanent base salary increase. Hence the cryptic "stock to base" label.
You get that as a raise. So if you got $4k stock to base, you now received a $4k base salary raise, which you'll see in each paycheck. It doesn't go away (it's a permanent increase), but you don't get it *again* next year.
Realize that the amount of stock in your bonus will go down as a result. In theory, it's a zero sum game financially.
L61
Bucket : Received a 'higher' 1 (top 5%). Does this mean a 1+?
Merit : 5.25%
R&D increase : 8%
Stock to base adjustment : 3300
New base : 105K
Bonus : ~20000
Shares : ~15000
Pretty content. Though would really be interested in knowing how these numbers compare against our Google/Amazon/Facebook competitiors.
My manager still didn't share us the performance results. Is it normal? I never saw it before.
I shouldn't be angry considering how asinine I know the company is, but I'm still pissed enough to talk to a lawyer. I really hate Microsoft, but don't want to leave until I figure out if I can squeeze some "cash milk" from the threat of a legit EEOC claim.
Good for you! One of my co-workers threatened EEOC action regarding harassment after her visit to an attorney last spring. Microsoft "investigated" and gave her a nice termination package for her silence. Make sure you ask for $$'s for health insurance in addition to severance.
L64 - no promo
Rating: 2
Merit: 3.9%
R&D Increase: 5%
Stock-to-Base: $1500
Stocks: 130%
New Base: $144k
Did a switch right before the review and got fucked up by the old team.
L64 (promo at midyear)
Bucket: 3
Merit: 2.5%
R&D: 5%
Stock2Base: 1,400
Bonus: 10%
Stock: 24,000
New Base: $115,000
Expected a 2, but was knocked down to a 3 because of the midyear promo.
"Add another one to those that got a promo or a Gold Star at mid-year, but then somehow ended up as 4."
Months in level is what hurt you. There is a sweet spot and you're not in it. Next year you'll be poised for a solid 3 and perhaps the year after a 1 or 2. It's just the way the system works, period. The longer you are in level, the more likely you are to get a bump up.
I also got a promo/goldstar in February and I consider myself lucky having gotten a 3. I was expecting a 4 because I know how the system works thanks to a good friend who is also a manager in my org.
People with 3s should stop complaining--you got 100% of target--what is there to be upset about?? Jeez!
L64
Bucket 3
Numbers as published by HR
Was sure I was headed for a 4 or 5 as I was a newbie in a group that was absorbed by a bigger group soon after the new review system was announced and before calibration.
Happily surprised, but probably still leaving MS. Just happy to do it with a '3' on my record.
Haven't heard of any firings for 4/5 people.
"Yeah, women managers are the worst. They are constantly out to prove themselves to the world by speaking loudly, but forget to grow some skills."
Why make such an ignorant comment? Surely you have enough common sense to realize that stereotypes are misguided at best.
Some of you may call me a liar or a troll or both, but I am a woman and I agree with the idea that it is a risky proposition to work for a woman at MS. I have worked for two women and both were ruthless. A couple times, one of them would try to befriend me by talking girl talk or shopping for shoes (this is how girls "bond"). Anyway, it is not hard to imagine. Women at MS are working in a boys club environment, so naturally, they are going to feel the pressure to prove that they can do it "like a man". That is why there are numerous internal no-men-allowed women's groups that love to advertise how much more intelligent women are emotionally that men. They also organize awards and recognition amongts their female peers. It is vomitous, IMO. My email inbox gets flooded with this crap - I can't believed educated people even entertain these gender wars, but they do and it is part of the culture here at MS. Many women are more aggressive because they feel they have to prove to themselves and to men that they can do it, yes they can. I can see it now already, I am going to get a full helping of excrement from that lewd-mouthed, pink-lipsticked idiot who, as usual, demonstrates, that defensiveness is the best policy when it comes to Truth and women.
I think the new system is completely bogus. I was one of the few shafted. In my review there was nothing negative not even a word but yet i got a 4. I was a high performer and did alot of work this last review cycle. Just that the work i did were either not funded then but now they are or did not aligh with division's new priority. Its unfair that i have to be held responsible for it. I just did what i was told with alot passion and dedication.
"They would love to promote you in mid-year so (a) you get paid nothing in bonus or salary raise..."
Is promotion at mid-year worse than at your annual review? I hadn't heard this before (mine have always been during annual).
"who's the idiot that keeps posting conspiracy theories about "Older 50" crowd? If you are over 50, at a L65 in Windows and over 40, just stay in and sucking the milk of the money for as long as they can while destroying careers year after year.
Amazon will sell 3 to 5 million tablets in 2011 (not Kindles), StevenSi/JulieLar, what is your response? How many can our HW partner sell in 2012 when they can't even test their W8 tablet or PC in 2011!
This is just sad to see, find those who are responsible and you know what should happen to them.
wow, this post really turned out the troops Mini. Congrats and welcome back. Loved your comment on scrubbing.
There are about five themes emerging from this outside the money grab discussion of "did I get the raise everyone else did?"
First, if you are writing from MSIT-India, please realize you are not a commercial software developer. You are either in Ops, or support, or at best QFE. That's not our money source; and you aren't just a plane ticket away from RaymondC's job. We all appreciate your help, but support people are lucky to be paid what they are (my god I had an field 'architect' and a 'principle in PSS' tell me their *salary* - 149K and 153K with 22% bonus and more stock than me); If you're in Ops, please recruit your smartest friends, becuase Ops is honestly an embarrassment - our internal processes and ability to host our own code and operate our own software is pathetic; and QFE is a necessary evil. Product dev is what earns us nearing 80B. If you don't have a SKU, please do us the favor of thanking us, not whining about your 7% increase.
Second - Windows (and I think Office and SQL) has gotten dysfunctional about our reviews; but basically we make a ton of money compared to roadwork, and it's fun to write software that the world uses, and will use. More money, yeah! but basically just ignore your lead if (s)he is an idiot, there are a lot of idiots. I've had a lead ask me to write my own sticky note before, and lster the same day, I had to show him how to use pivot tables. Jesus, who are we hiring...but if you put up with it, we get to do cool shit and make 125K plus stock and a fat bonus. fair trade.
Third, We're getting fat and grey; hug it. stop acting like cancer is worried about us, we write commercial software. We've been a monopoly cause we're better than any competition in 1990-2009. That will last a long time; and in the meantime we may just get our head out of our Ballmer-er-butt long enough to ship a killer platform. 8 looks promising.
Finally, I've had too many of my friends leave because of idiot managers. Shitty reviews and made-up review justifications for long term employees suck a lot. It causes some pain in my heart. Don't downgrade some person who's been at MSFT 20 years, who's 44 or 50 or whatever, and who can "afford" it. the back room reviews are what causes such angst. Can we just make that go away? done. over. none. just do reviews one day, at all hands, hand out the numbers, the data, and the cash in public. stop the nastiness and diversity changes and weak-manager-means-you-get-less cash. all the speculation goes away.
(Approximate numbers)
L64
Bucket: 1+
Merit: 5-6%
R&D: 5-6%
Stock->Base: $1,500
Net Increase: ~12%
Bonus: 22.5%
Stock: 225% ($54k)
New Base: ~$137
My total comp. actually went down, given that my stock award was significantly lower than last year under the old model. That sucks, but I did well so I can't really complain.
My base seems really low for L64 looking at other numbers around here. In a previous post someone claimed that $153k was a 0.95 compa for L64, which says the midpoint is around $161k. Doing the math, that makes my compa look like it's below 0.85. What's up with that?
There seem to be a lot of comments claiming that their manager told them they were "sent in" with a higher rating and those meanies in HR or upper management went and ruined everything. This strikes me as profoundly stupid, and a sign of a bad manager or a big 'ole load of bullshit. Anyone with a lick of sense knows that you do not over-promise rewards you cannot deliver, and promising ratings that can and will be curved after they leave a manager's hands is pretty much the definition of over-promising.
Likely, most of these claims are just trolls; this has to be one of the most aggressively trolled blogs I've read, with all the poorly hidden Fuck Microsoft agendas. But for those of you who were genuinely promised something your manager never had the authority to deliver, I suggest you take a real hard look at whether it makes sense to work for someone who is deceptive, incompetent, or both.
we made the top ten list!
http://www.zdnet.com/photos/ten-catastrophes-all-time-worst-tech-industry-executive-decisions/6289740?seq=5&tag=content;photo-frame#photo-frame
Got my review today, as did most of the team.
L64 IC in MSIT (48 months in level)
Score: 2
Raise: 3.9%
Stock to Base Pay: $1500
Bonus: $16,500
Stock: $31,200
Thought I was tracking to a promo based on 1:1 feedback all year long. Did not happen. Overall pretty happy with the review.
Here's a kicker, though. Gal on the team got a promotion that is absolutely mystifying to the entire team. To a person, if you asked everyone else who the LAST person deserving of a promotion would be, it would be the one person who got it. She delivered absolutely nothing, which proves that fulfilling commitments is completely unnecessary, at least in our area of MSIT. She shows up well at meetings, has high visibility, which is really strange since she never actually delivers on anything she promises in those very same meetings. She is skillful at getting other people to do her work for her, so I suppose she deserves some credit for that. I can assure you - after this promotion not too many people will be doing her work for her anymore.
You have heard the theme and I saw it in real life today. You don't need to fulfill your commitments or deliver anything. You just need to know whose ass to kiss and hard far and hard they like it. Very disappointing.
L65
Bucket 5
Merit 0
Bonus 0
Stock 0
Comments - been at Microsoft for 10 months. Wasn't expecting a stellar review - because of supervisor and chain above that. Huge disconnect. Felt I should have gotten a 2, expected a 3.
Not clear if I should expect to be RIFed.
Huge disconnect with reality. I was hired from outside to bring a new approach. But although they said that was what they wanted it wasn't what they meant.
"Received a 4. I can either try harder and hope for better next time, or leave."
It's not going to get better next time. Guaranteed.
4 means that a majority of your senior management doesn't think you're worth thinking about, and they don't believe you'll play a part in Microsoft's future.
This is the stupidiest advice I have ever heard!!
At one point we are saying it is a forced curve, i.e. managers "have to" give someone a shaft. At other we are saying getitng 4 or 5 is doomed. NO. If you keep doing the good work, you may "not" be the chosen one next time.
Can someone tell me if functional orgs apply the curve at each function, or at the GM level?
Level 61 in STB
Reviewed today
Rating: 5
Merit: 0%
R&D Increase: 0%
Stock-to-Base: N/A
Stocks: N/A
New Base: N/A
Walked out in a few minutes. Felt really relieved all this is finally over. Worked my butt off last year and it didn't help...
MSFT closed today (8/31) at 26.60. That's $2 higher than earlier this week.
2011 stock awards are $ amounts, converted to shares by dividing by the closing price on 8/31. ...
Is this just coincidence or are there darker forces at work?
You must be joking. The stock market has been all over the place for the last 6 weeks, and none of that has anything to do with Microsoft. If you seriously think this you haven't been paying attention to the market at all.
The funny thing is I can't tell if you're pulling my leg or if you're just the typical ignorant, insular 'softie who can't contemplate a world outside Redmond's influence. Of course Microsoft shares are immune to broader market trends! We control everything!
Did anyone else get the shaft today, by being eligible for the R&D bonus but not getting a raise due to not being reviewed? Cause now I am stuck at a way lower salary then the my friends who are getting offers now, like 15-20% lower! WTF! Started sending out resumes today
That's not of concern to me. What I'd really rather know is whether I should use a noose, take an overdose of pills, or shoot myself in the head.
Driving a car over a cliff just seems so cliched.
I really hope the person who posted the above is joking...[...]
Of course they're not joking! Driving a car over a cliff is most definitely terribly cliched.
Did anyone else get the shaft today, by being eligible for the R&D bonus but not getting a raise due to not being reviewed? Cause now I am stuck at a way lower salary then the my friends who are getting offers now, like 15-20% lower! WTF! Started sending out resumes today
L60
Bucket: 2
Merit: 3.9%
Bonus: 13%
Stock: 130%
R&D bump: 12%
new base just over 100k
L# 61 (no promo)
Bucket 3
Merit 2.4%
Promo % 0
Bonus $10K (100% of target)
Stock $6500
Stock to base $3k
New base $104k
I am in Finance.
Got glowing review, met all commitments ahead of time, delivered several additional projects that were not in commitments, but still 3.
Based on my manager and skip level manager feedback I expected at least 2.
Being a 3 rates me worse than 40% of the people under our GM (if I understand the system correctly), which is not in-line with the feedback I receive and performance metrics.
Very dissapointing.
Sex claims and the 'wild ways' of Microsoft bosses laid bare [...] Are you on top of it ?
Ahem, cough, cough. Well that's a rather personal question, don't you think?
We should start adding "age range" to the tradition of sharing review numbers. For myself I always received at or above expectation awards until I reached 40, then it went downhill.
This also happened to my hubby. After age 40, he began to get poor reviews. He worked harder. He worked longer hours. He got re-orged. He got given bullshit work to do. He worked harder. He worked longer hours. He got another bad review. He worked even harder. He worked even longer hours. He got sick. He got RIF'd for not measuring up.
If I may make a suggestion, folks? If you find yourself in this pattern, get out /before/ you get sick. You'll save yourself a whole lot of misery. If they mean to get rid of you, they'll get rid of you, and they really don't care if they break your health in the process. In fact, that may keep you away from their competitors, and may actually benefit them more. Also, they won't have to pay the medical bills afterward. You will.
to "L65 promo'd to L66 and got a 1."
congrats on the review, but ...
where in all that was writing actual software and shipping products that users want?
L60 => L61
(over 3 years in L60 ouch, finally promoted)
Bucket 1
Merit ~5%
Promo ~5%
R&D ~12%
Stock to base ~2K
Base ~80K => ~100K
No ass kissing, back stabbing, or politics; I even asked feedback from ppl I had issues working with, so I could get areas of improvement. Great work life balance for me in this year too.
I had good performance because I showed my potential and then I was presented with great opportunities (technical challenges) I took advantage of by solving the problems and delivering good things for the company, I had great managers too.
The system worked fine for me, maybe playing politics is needed for getting 1+ and/or in higher levels like seniors or principals, but in my micro-cosmos the system works just fine.
I also have to say that I have many years of experience and I joined MS quite old, so L60 for me was easy. Switching disciplines and teams was what held my promo. In any case doing something I love comes first for me (and I think it's key for good performance too), so I don't regreat switching.
I read a lot of hate here, maybe some groups/managers really suck, but I look around me and I see great people and a great company. Maybe I'm just lucky I landed in this org, where all the different teams I was part of were very good.
...I just did what i was told with alot passion and dedication.
And you complain you've got a 4? This is not the army, we are paid for thinking not for following orders. I never do what I'm told, I question everything and I'm doing very well, I've got a 1.
L59 promo to 60
Bucket: 3
Merit increase: 2.5%
Promo increase: 10%
R&D increase: 12%
Bonus: 10%
Stock: 100%
SDET in Windows
Reasonably happy, getting the promo makes me think I was somewhere up towards 2 territory. Pretty solid increase in income for where I'm at in my life. I wasn't working seventy hours to make it happen either, just aiming to hit commitments and raise my hand for additional work now and then.
I'm new to Microsoft (10 months) and got a 5. I was totally shocked. I thought I should get a 2, maybe a 3 and might have believed a 4. No attempt made at any point to readjust where I was headed along the way. This is the first company I have ever not received a bonus I was eligible for. I run a small team and the work of the team as a whole was praised and singled out as one of the highest performing teams in the group.
And around me I see others at my level literally harming the work the company is doing - and probably getting 1s or 2s or 3s.
Coming from the outside I have never seen an organization that wastes so much time on measuring itself and reporting on how it is doing (and of course the reports all have to highlight how WELL everyone is doing).
And the forced ranking on a curve is vile. Particularly when adjustments to the curve come down from a level too high for you to see or affect. Yes - that DOES happen.
I can tell you that a 5 does not mean instant dismissal automatically. In a few days I will be able to tell you if it means dismissal in a few days.
But my manager and my skip level manager are both terrible managers. Decent people but truly bad managers. So maybe I should have seen it coming.
I can tell you that literally 80% of my team were actively demotivated by the process - even many of the ones who got good reviews.
I am so glad I don't work for Microsoft anymore. These comments here are so pathetic.
Nothing but *great* in the review form. Ended up with a 3. It's simply UNFAIR.
Should've gone to a different team a year ago when things were OK. Too late now as I just got a 5 for not performing to the expectations (which are IMO wrong due to the way the work was organized, it had never been that bad before and I couldn't imagine this would happen). Even though I may still fix it (what I see makes me think I have a chance), I don't have much of a desire to stay and be constantly afraid of making another mistake (real or imaginary) for another whole year. So much for all the years of service, overtime and putting work before everything else. A corporation may be a legal person, but that's closest it can get to a person as we know it despite it being full of them. Hope it ends well for both of us. :)
Excellent mid year feedback
L61 -> L62
A 25% pay raise (level bump, merit, blah blah...)
But got a 3
Man after reading all these, it just reinforces how happy I am that I left the company almost a year ago. I was with the company for a little over 5 years, bounced between E/20 and E/70 for my reviews, but was constantly given excuses for why raises were lower than expected, etc. Left for a smaller company. Literally 75% less responsibility, 50% less hours, and 25% more money, and I am surrounded by people just as bright and capable as the ones I worked with at MSFT.
L60
Bucket: 1
Merit Increase: Won't share
R&D Increase: 12%
Bonus: Won't Share
Stock: Won't Share
New base = >129K
LOL you funny.
L65 promo'd to L66 and got a 1.
Being an ass kisser is not required (I'm surely not). Got fucked on my review last year, also, so it's possible to turn things around in a year, so don't lose faith.
What did I do?
Worked my ass off. Made sure work was scoped right, measurable, and used "is this the right thing for the company as my guide".
Pushed back - a lot in some cases - to follow the right path. Lots of people will ask you to "do this", but you need to make sure "this" is important to the company, is prioritized appropriately, and is something you should be doing in the first place. This is where I see a lot of folks go wrong and get screwed at the end of the year - if you do a lot of good stuff but it's not tied to your job and/or you miss your commitments (or your managers commitments), it's a hobby. Do your job first and anything beyond that is gravy. If you want to take on some extra hours to help out and still get your job done - that's awesome, but always make sure your work is getting done.
Communicated. Make sure your boss and your peers know what you're doing. You don't have to be obnoxious about it, but find ways to share what you're doing with others. It could be a report on a regular cadence, it could be a brown bag, it could be a tech ready presentation, academy live posting, or a brown bag session. From a selfish perspective, the reality is that at the end of the day, people have a calibration process and if they don't know what you do or what your impact is, your not well positioned. Not only for calibration but for new opportunities that may pop up in the team or in teams your management chain engages with. I've seen super smart people who do great stuff but can't/don't/won't share it with anyone, and at the end of the year the discussion is "he's a great guy, super smart, what's he doing?".
Worked cross-group. This is good for you as it helps you see more of the business and helps give you skills that will prepare you for promotions to higher levels where it's required. It also helps at calibration time as people across the business know you, what you're doing, and the quality of your work. From a career perspective, it also helps open up opportunities for you. There are plenty of people I've hired, recommend to other teams hire, or got some high visibility gigs for solely because we worked together cross-group and I was impressed.
Recognized others - when someone does something outstanding, make sure you make sure that their manager and relevant folks get visibility into it. You don't need to be somebody's manager to highlight great work. The person who did the work will appreciate it, and it helps prepare you for what you'll want to be doing as a manager.
Making others great - it's in the CSPs and it's something you need to focus on as you grow in level. It's also pretty damn rewarding if you do it right - not monetarily (or it could be), but satisfaction from helping other people realize their potential.
Worked with mentors - mentors are great in that they can help you see things about yourself that you don't. I was getting E/20 for awhile and got to a point where I thought a little too much of myself. My mentors helped me identify areas where I needed to grow, and I spent a lot of time working on them. A lot of time. I'm *much* better for it, and they truly helped me get to a position where concerns re: a promo were gone.
.....
Very well said. I agree with you.
I have worked in couple of other companies and politics level was almost same as MSFT. Managing politics and not letting it come in your performance is the key to the success and now whining at all the time.
This blog has become toxic and MSFT losers and non-MSFT people mainly come here. (and I am not HR)
"if you are writing from MSIT-India, please realize you are not a commercial software developer. You are either in Ops, or support, or at best QFE. That's not our money source"
That's really arrogant and wrong.
The reason anyone uses these products is because there are services and support people in the trenches every day helping customers make it work. Go spend a day onsite at a stock market or a bank debugging MS code or saving smoeone's job and you will begin to understand why these guys are MICROSOFT to many. We have dev teams in India BTW.
L65 promo'd to L66 and got a 1.
Being an ass kisser is not required (I'm surely not). Got fucked on my review last year, also, so it's possible to turn things around in a year, so don't lose faith.
What did I do? ...
Imagine Jeff Foxworthy saying "You might be an ass kisser if..."
Sorry but only 1 out of the 6-7 things you listed was actually doing your job. And even under that section you made it clear that your manager's commitments were also a priority to you. The rest of the things you listed are all managing up or ass kissing or sucking up or whatever you want to call it.
I thought the stack rank was gone? My manager told me the stack is alive and well.
I'm glad I got out last Spring before they announced the supposed "raises" along with the rating system change. That might have been the carrot to keep me hanging around until review time. Now I see that a lot of people did hang around, just to get shafted. My condolences to you all.
@Thursday, September 01, 2011 6:39:00 PM
I believe you are wrong about those stories coming from "trolls". I believe it is human nature for a manager to blame everyone else rather than own up to the disappointing news they must deliver to ~20% of their staff every single review cycle. And really, there's a good chance that it IS someone else's fault considering it's Microsoft's set-in-stone policy to basically declare 20% of its staff useless... every single year. Either that's a stupid policy or you guys really suck at hiring and developing/growing your staff.
"Some of you may call me a liar or a troll or both, but I am a woman and I agree with the idea that it is a risky proposition to work for a woman at MS."
I think what you're saying is women in management roles at Microsoft are insecure and feel the need to prove themselves by behaving ruthlessly. Guess what, though, it's not just the girls who behave this way. Insecurity is a hallmark of Microsoft management. And for many of the managers, it's for good reason.
Level: 63, mid-year promotion
Bucket: 3
Merit: 2%
R&D: 5%
Stock-to-Salary: $4k
Bonus: 100%
Stock: $17k
New base: 139k (old 126k)
Much much worse than the previous three years (always 150k+ overall).
Now I wondering what's the point to be a Senior.
@My manager still didn't share us the performance results. Is it normal? I never saw it before.
NO.
"If you are over 50, at a less than L65 level, and still working you're doing it wrong and are a low performer"
"I see it differently.
..."
I agree with the responder and would add that one of the problems with Microsoft is this mindset that every employee must be CEO material (funny considering MSFT's CEO). We can't all be the boss and a company where everyone THINKS they are boss-worthy is a disaster.
Is this just coincidence or are there darker forces at work? Can we figure out if historically, MSFT has hit local maxima on the award converstion dates, e.g. 8/31/2010, 8/31/2009?
What do you mean, "can we figure out"? This is trivial to figure out. Just look up the stock price on those dates. And, it took a nice dive last 8/31 to about 24. So, no, no conspiracy. Wow, that took 15 seconds.
Think, search. Then write and post.
As a manager, this has brutal. Folks that met all and exceeded many of their commitments are getting 3's because others exceeded their commitments by more, or others had better "How's". I have had a week filled with tears, anger and frustration as folks try to get their heads around the new system. The long weekend is much needed.
Level: 61
Bucket: 3 (should have been higher, IMHO, but I'm moving groups, and think that hurt me at calibration)
Base pay: +2.55%
Bonus: $9032
Stock: $6500
Just got out my perf review and managed to get the knife out of my back.
Bottom line: 5
No justification. I switched groups in April, achieved all results on my commitments in prior group, but was told that there was no ammo for my skip-level manager in calibration to defend me. This sucks. Was told it is "not a reflection on my future" but that is totally bogus. Good thing I am already looking elsewhere and have final interviews set for next week. I am out of here after 15 years. Good bye and good riddance Microsoft. You SUCK.
After this review, looking to leave Microsoft. Now we don't care what you've done and just how it's done it certainly feels like a popularity contest and favoritism.
And for those who stand up against bullies forget about it because they can smear you on your annual review with no reprucussions.
I think this a big mistake! And yes don't sign!
For those who don't like or feel your review is unfair you may attach a rebuttal. Please do so.
they rolled this out a few weeks earlier...
why is everyone talking about cash and money!
noone talking about the retain only the top people after a cycle, meaning if you do not make the top cut your are let go. meaning this causes alot more shady engineers and mangers back stabbing their way to keep a job, faking results to make them look good, asskissing,
seems less productive and more of what the company has been doing all these years
its not about the money if you only have a full time job for the life of the product, seems temporary and an insult to all engineers.
just more backstabbers and befriending, not a place i would like to prosper or people i would want to be around...
seems like they have embraced a the capitalistic notion of who is best retains while the others are left behind.
in all, they will end up with MORE managers and less engineers!
but thats how it is now,
too many chiefs and not enough indians...
looks like they will not be around for much longer as companies in their competitors are in the backyard paying ex microsfotees four times pay plus options packages of 500k after five years. ms will never be able to compete for talent when competition decides how th game is played,
again they are five years behind in everythign they do....
anyone else hiring?
One day I decided to do absolutely nothing for as long as I could. Most of the day I spent playing chess (Shredder). I attended mandatory meetings and responded enthusiastically to idiotic emails, but I produced absolutely no work output worth speaking of. This continued for about 4 months until I got a job with another group.
Shareholders would be annoyed to read this.
Your fellow workers don't care, as they are busy just trying to survive the political machinations in the gulag.
Management want to find out who you are so that they can promote you.
OP here. Appreciate your insights, however:
a) annoyed shareholders might do well to redirect their anger at Steveb and KT for creating an environment where such an event is not just feasible, but likely, while unlikely to attract any action
b) my co-workers, as you say, could care less as they have other fish to fry
c) HR and 'management' (whoever they are exactly) did actually promote me in this post-do-nothing scenario, however I no longer work for the BIG M, thus their interest is of no interest to me
Lest you, Gentle Reader, think of me as simply lazy, perhaps some context around why I did what I did is in order.
I had six managers in 12 months of the preceding review period; I was transferred between groups 4 times; the expectation of my masters was that I embrace an idea that was clearly ludicrous and yet jump, jump and gibber at the coolness of it all; accept that my mission was to fly all over the globe and promote the product to multiple huge customers, to all of whom it was crap by all accounts. So hence, told I was an A/10 in 2006 I gave up and did, well, nothing at all.
I hope those of you who read this, or at least those of you who can actually read, appreciate how Dilbert this whole episode was.
Level 60 and got completely shafted. Spent the year working my ass off on high visibility projects customers *love* and received a 5. WTF?!? It was my turn for a promo and instead I got completely screwed. My non-passive aggressive co-workers who didn't throw me under the bus agree. Over the year I had two managers who used me for their own gain, and who were so completely checked out it was absurd.
I'm crafting my exit plan and plan to never purchase another Microsoft product again and convince everyone else I know to do the same. Microsoft can best be compared to a sinking Titanic and anyone who voluntarily
stays is asking to get screwed in the next review cycle. The company is run by a bunch of Eichmans living out the banality of evil ( check Wikipedia). I very deeply regret staying 4.5 years.
Going to work at Microsoft was the worst career and financial decision of my life. For anyone thing of entering the Borg - run screaming in the opposite direction as fast as you can.
Level: 62
Bucket: 3
Merit: 2.55%
S2P: $7K
Bonus: 10% (~$11,200)
Stock: 100% ($11,000)
Basically got a 10% raise, 62 is indeed the sweet spot, so right place, right time. It's a meaningful raise, and really coasted all year, doing the bare minimum, so no complaints. New base is around $119K, all things considered, pretty happy.
I have no idea who and why has decided to make 3 look like a bad score. Most of us are getting it, and it means 100% stock, 10% bonus, and a fixed merit increase. As the description says, it means you're doing a good job and have a history of doing a good job. How is that bad, exactly?
I have been at level for 36 months now, so I might kick it up a notch this year, get the promo, and then go back to coasting again. Overall, life is good. After a certain amount, the answer isn't more money anymore, for me at least.
Did anyone catch the jobs report and what it's like out there? So anyone who's salary is $100K or above, stop complaining and realize how lucky you are.
"this has to be one of the most aggressively trolled blogs I've read, with all the poorly hidden Fuck Microsoft agendas"
You think? /sarcasm
"Amazon will sell 3 to 5 million tablets in 2011 (not Kindles), StevenSi/JulieLar, what is your response? How many can our HW partner sell in 2012 when they can't even test their W8 tablet or PC in 2011!
This is just sad to see, find those who are responsible and you know what should happen to them."
What do you want him to say? MS got caught unprepared again and now it's going to enter the market years late. Rinse repeat.
Likely, most of these claims are just trolls; this has to be one of the most aggressively trolled blogs I've read, with all the poorly hidden f**k Microsoft agendas.
It's true that there are a lot of trollish-looking posts in here, but realistically, does anyone need to pursue the sort of agenda that you mention?
Surely MS is doing a fine job on itself these days, and doesn't need a helping hand at all. One is reminded of the classic quote from Napoleon Bonaparte: "Never interrupt your enemy when he is making a mistake".
All the rest of us really need to do is sit back and watch the show. I'm certain that the fireworks are due to start shortly :-)
Microsoft is all screwed up Company, people's fate/review is in your managers hands. You can't do anything regardless how much u work. Even you made them realize they screwed your career it ends in a simple sorry. I wish everyone should get atleast one bad review to understand how cruel the system is.
That is why there are numerous internal no-men-allowed women's groups that love to advertise how much more intelligent women are emotionally that men. They also organize awards and recognition amongst their female peers.
What a sad bunch of pathetic losers. It's clear that these women should be replaced forthwith with competent staff who are mature, self-confident and assured. Anything less is a total waste of Microsoft's money (as if they weren't wasting enough already).
Is 9/7 layoff a true news???
> Is promotion at mid-year worse than at your annual review? I hadn't heard this before (mine have always been during annual).
It depends. An in-band promo at lower levels (59 to 60, 61 to 62, 63 to 64) at mid-year is safe. The CSP change is not very significant, and if you're performing well enough to deserve a promo (to really deserve it, not just because you've been in-level for too long) then you'll continue to perform well at the new level. Remember, bands are calibrated together, so if you were 61 and moved to 62 you're still calibrated against the same folks. If you're getting 1s at 61 you should be 62 anyway. Thus it's safe to get this kind of promo at MY.
Changing level bands at MY is dangerous (60 to 61, 62 to 63, 64 to 65). The CSP changes significantly when you move to a new level band, and you're calibrated against the new folks. MY promos generally happen around March and calibrations can start as early as May on some teams, giving you very little time to distinguish yourself in the new level band. You wouldn't change teams in the spring (unless you absolutely had to), and you wouldn't want to move level bands in the spring either. The extra 3-4 months in level won't hurt you significantly, and it's much better to kick major ass at the top of your old level band for the AR and have a full year in the new band to distinguish yourself.
Once you get to Principal and Partner level, all bets are off. But if you're asking this question, I suspect you're either 61 or lower or are an industry hire who came in at a higher level without experience at the lower levels.
Any other L64 not getting promoted due to leads being prioritized, as they "need" to be principals (Windows)? I got a stellar review, but seriously considering outside options as I'm sick of this BS.
L62 IC Windows Server
Merit: 2.55%
R&D: 5%
Stock2Base: 7,000
Bonus: 10%
Stock: 11,000
New Base: ~$113,000
Why the heck is "stock to pay" adjustment just $1500 for L64????
For people at lower levels it is $7000, $4000 etc... Too bad I worked hard to get to L64. Now I end up with just 11% hike with rating 1 where as even the 4 at L60 got 15% hike. WTF?
L62 (SDE II)
Gold Star Bonus: 6K
Bucket: 5
Merit: 0
Bonus: 0
Stock: 0
Stock-to-Salary: $7k to $110
4 dev teams on my product. Switched teams mid-way through the year (was dev lead on old team). Got a gold star and fairly good feedback from my old boss. Took IC role on different team in group. New boss does not like me so much.
Still not sure how one gets a gold star and a 5 in the same year, but that makes sense to someone, I suppose. My boss told me he wanted to put me in a 3 or a 4 (gee thanks) but was told I had to go in a 5. Something about being told he had to send me a message.
I am not *currently* in the process of being managed out. Having done that to other people, I'm pretty sure I'll know if that starts to happen. (Watch out for long meetings where your boss goes down a list of ways you are not meeting expectations and then follows up with an email summary of the points that were mentioned in the meeting).
Then my boss told me we will work on a plan to get me up to operating at my level over the course of the next year, because he doesn't want lose me, and he thinks I can succeed at this role. And I was thinking, really? Give me a 5 and I ain't stickin' around. Not when I can work half as many hours for the same money somewhere else, or maybe even work the same hours for quite a bit more money.
Don't know about Mini, but I'd say good riddance re Witts. He was an arrogant prick. BobMu on the other hand was a big loss.
I was looking for a comment from a redmond insider or generally someone tuned to the corpporate grapevine, this is not exactly what I had in mind.
One more time Bob Mu, Stephen Elop, Simon Witts (and pick your favoriate VP, CVP or such) many of the so called leadership have left in the last one year. I was looking for someone to offer insights on what is going on at HQ, being on the outposts you only hear noise and media releases.
L59 promo to L60
Bucket: 2
Merit: 3.9%
Promo: 10%
R&D: 12%
Bonus: $10,500
Stock: $3,900
Office SDET
Overall I am very pleased
L62 for 2 years
Bucket: 5
0 on everything but for a level salary increase
STB
Performance history:
Top 70% E
Top 70% E promo
70% A
Reorg
5
For context, manager has been managing up all year, never present and pushing me under the bus. Heard he received a pretty bad review as well, though not sure it is as bad as mine.
Review is full of ridiculous statements. Some lies, some just impossible to prove one way or the other.
I want to consult a lawyer to discuss my situation. Can anyone recommend a good one with knowledge of msft?
Would appreciate recos and tips. Thank you.
L#62 (not promoted)
Bucket: 3
Merit: 2.4%
R&D bump: 5%
Bonus: 10%
Stock: $12k
Encouraged by my manager to "not feel like this is a bad sign because most people ended up in your bucket." While not explicitly saying, "we sent you up with a more favorable score," the idea that people way above her station made the final decision (based on a lot of unfortunate circumstances) was explained at length.
Maybe I'm just an arrogant bastard, but all the other ICs around me weren't doing "even more excellent work." In any case, I'm viewed as easily replaceable here, so I'll try my fortunes elsewhere.
If I'm really that much better and harder working than the average software engineer, then I'll have no problem landing on my feet in a business where it will be appreciated and rewarded. If not, then I guess I'll forever bemoan the day I gave up such a wonderful set of golden handcuffs.
Gold Star at mid-year and scored as a 4. Explained to me that I was peer reviewed against other L64s who were more "visible" to upper mgt. Now making sure that for FY12 my commitments have line items in them where at the end of FY12 I can show my "visibility" increased. A "4" is not totally horrible, but it is a warning that you need to get your act together to please upper mgt and peers.
L64
Bracket=4
Merit=1.15%
Stock-> Base $1,500
Net inc = 2.6%
Bonus 5%
Stock 50%
Maybe the new ratings system will finally achieve Mini's objective of a leaner, meaner Microsoft.
Anyway, they've placed a meat grinder at the end of the rankings conveyor belt, so don't kid yourself about what the two lower buckets mean. Here's a way to think about them:
5 = Pack your bags, you're done. Find a job outside MSFT quickly, hopefully while you're still employed.
4 = You're next. Sure, you can interview internally, but no hiring manager will talk to you. Decide now whether you'll be cannon fodder in 2012 or working outside MSFT before management can stick another number on you. The latter forces them to make harder decisions next year.
I never thought I'd be saying this, but I'm now wishing we had the old old 3.0,3.5,4.0 system back. From my recollection, in that system, the curve -- although it was enforced -- was not a rigid 1/3,1/3,1/3 curve year over year, and I perceived more determinism and predictability than what I'm seeing with the current and previous systems.
I saw a comment from one of mini's previous posts about managers being directed not to disclose info between the MYCD and the annual review about where an employee stands, and how he/she is progressing, especially if there were issues raised in the MYCD. If that's accurate, then that's just nuts. This happened to me, and I was surprised that my otherwise quite decent manager wasn't willing to be transparent about improvements and progress that I showed since the midyear. This borders on underhanded and disingenuous. And by the way, my MYCD was not a "midyear career discussion" as much as a "midyear punishment discussion". Manager and I agreed I'm a good fit for Microsoft, but in the wrong role. But it was a Catch-22, because the forced message in the MYCD impeded internal transfer. This is just broken on so many levels.
For all of the legitimate posts here from both managers and employees, I say this. I hope these complaints about the brutality, unfairness, and unfair politics about the system are surfaced to lisab and steveb. Probably won't change anything, but they need to hear a loud and clear message and have it on their consciences that their new system is so objectionable and flawed, especially when its execution appears to have been botched in so many ways. It will also send a clear message when good people leave the company and the execs start scratching their heads, wondering about what might have spurred the bad attrition stats. Is it better at other companies? I don't know. Is Microsoft's review system causing unhealthy behavior to occur? Absolutely.
Sounds to me like a lot of managers went up to calibration with no 4's or 5's on their lists, which is why there are a lot of surprises to people who thought they should have gotten 2's or 3's. That's bad front-line management. I was in OSD until April, and my condolences go out to the those left behind. I bet the org dropped a heavy load of 4's and 5's there. MSN/Bing is doomed.
If you are 4 or a 5, my suggestion is to start looking out, the axe is on its way..
Yes it is on its way, on Sept 7th to be exact. Massive RIF across the company.
Manager has postponed my review meeting until next week. Should I be nervous? (lvl 60, first review)
My review has also been postponed. In a very suspicious manner. Can anyone shed light on the RIF rumor?
I'm in the middle of a refinance. If I do get RIF'd, is there any way to convince MS to keep me on the books burning vacation for a while?
- Need my job (for 2 more weeks)
The best advice on this blog: ruthlessly focus on your commitments and what's good for the company, ignore all the other requests (considered hobbies). No different from the outside world, not having the luxury nor time for all these meetings, events etc. So what if we all focus and perform then who will get fired?
Is there an HR channel to report conflict of interest in manager, employee chain?
I work in a small team of devs. My boss is best buddies with one of my peers. They both came from the same company, they have breakfast together, they carpool together, they have lunch together and private 1:1 chats multiple times a day.
The peer gets the best ratings every year and the easiest work items. Comes at 9 and leaves at 4 out of door, no pressure, no deadlines, nothing.
Is there a channel to complain?
HINT: this team is in win phone client, uxplat dev team, the dev lead is EB and his favorite buddy/report is CP...
Please help…
I'm in OSD. No review yet and likely not for another week as my boss is out.
Any other maths/stats persons out there? If so, you and I are in the 'Big Data' field. You know, the 'Data Scientists' that companies are scrambling for, with the 0.2% unemployment rate nationwide -- working at the sort of senior level that has companies like Google and Facebook are hiring us away with 100k-300k sign on bonuses -- you've seen the stories in Tech Crunch and the Reg, and you know I'm talking to you.
I like Seattle and just want to stay. I'm pretty sure I'll see a 4 or 5 on my review -- MSFT just doesn't understand that Maths are as important as software. Money's not much of a motivator for me and I'll be happy with whatever unless they actually kick me out the door, which would be damn silly since I'm doing world class work and know it.
When my boss called me in for a 1-1 at the beginning of the PR, I sent him a list of 40-50 accomplishments for the year (I had a similar list last year and it earned me an A/10). He said, quite earnestly 'I know what you are trying to do, and I wish you had sent me a list of some *actual accomplishments*.' He's a sincere fellow (non-English speaking) and I'm sure he wasn't being snarky all, nor insulting.
MSFT just doesn't think Maths are anything special, compared to 'shipping features' and 'the live site'. Meaning that the 60s and 70s Engineering Culture -- the sort that put men on the moon with bamboo sticks and 6K of RAM -- is dead, dead, dead.
How on earth can a company that thinks the Riemann Zeta function is some sort of joke compete with Google? Like we're going to win with MBAs doing 'KPIs'? Matrix Algebra in Managed Code, anyone?
Well, I'm staying and I hope we win too -- it'll be a bloody miracle at long odds but maybe we can pull it off.
L63
5'd after being told I was doing great and improved greatly (was a 10%A). No negative feedback and no commitments missed in review even with weasel words on one that supposedly sunk me. I'll be gone soon, but anyone sticking around remember there are plenty of opportunities to provide feedback on bad communication and management, etc. No manager that does this crap should escape.
I agree with the responder and would add that one of the problems with Microsoft is this mindset that every employee must be CEO material (funny considering MSFT's CEO). We can't all be the boss and a company where everyone THINKS they are boss-worthy is a disaster.
How silly is it? About as silly as firing every teacher who wasn't on his or her way to become the Principal, and every soldier who isn't destined to become 4 star generals. How useless are they, huh? They're not moving up, so let's just throw them out.
I have started looking for a job outside MS after getting unpredicted 5. But I am scared if the 9/7 layoff news true or it is just a speculation? Can someone please update on what's going on???
"Is there an HR channel to report conflict of interest in manager, employee chain?
I work in a small team of devs. My boss is best buddies with one of my peers. They both came from the same company, they have breakfast together, they carpool together, they have lunch together and private 1:1 chats multiple times a day.
The peer gets the best ratings every year and the easiest work items. Comes at 9 and leaves at 4 out of door, no pressure, no deadlines, nothing.
Is there a channel to complain?"
LOL, apparently you haven't been at the company very long. This is every team in every division at Microsoft. It's how things are done, people don't even pretend otherwise.
"For those who don't like or feel your review is unfair you may attach a rebuttal. Please do so."
No, do not ever attach a rebuttal. There is nothing but downside.
The only thing a rebuttal does is make you look clueless -- your management team will never listen to you. Hiring managers will always side with your current managers. HR is always on the side of the company. Nobody from outside Microsoft will ever see it.
Nothing good can come from attaching a rebuttal, but you can be subject to retaliation and you'll be very unlikely to ever see a decent review score from that group again.
"Is there an HR channel to report conflict of interest in manager, employee chain?
I work in a small team of devs. My boss is best buddies with one of my peers. They both came from the same company, they have breakfast together, they carpool together, they have lunch together and private 1:1 chats multiple times a day.
The peer gets the best ratings every year and the easiest work items. Comes at 9 and leaves at 4 out of door, no pressure, no deadlines, nothing.
Is there a channel to complain?"
Can see your pain, but HR will never be on your side, I'm in a similar situation, learned that my peer plays game and chat on line frequently, both have no kids, guess what did the on-line buddy get in the review? It's just makes me sick, have to suck it up though, there is not much that we can prove, HR is totally useless.
Change team or get out.
I feel sorry for the rest of my team who does not "kiss up after work," including myself, I'm done with the lead when I leave work everyday, who knows that kissing up happens beyond work hours, how do you compete? I won't!
Maybe the new ratings system will finally achieve Mini's objective of a leaner, meaner Microsoft.
Yes, but I'm sure that Mini didn't want to see all the muscle excised while the fat remained...
I say this. I hope these complaints about the brutality, unfairness, and unfair politics about the system are surfaced to lisab and steveb. Probably won't change anything, but they need to hear a loud and clear message and have it on their consciences that their new system is so objectionable and flawed [...]
Lisab and steveb have money. They don't need consciences, and they wouldn't know what to do with them if they had them.
"Any other L64 not getting promoted due to leads being prioritized, as they "need" to be principals (Windows)? I got a stellar review, but seriously considering outside options as I'm sick of this BS."
Get out while you can, there are too many Principal deadwood clogging the pipe in Windows, Windows experience does not seem to help inside or outside---will be increasingly so when W8 is released. Companies are not looking for dinosaurs, I know, I used to be in Windows, got fed up, thought that Windows people will be valued inside of Microsoft---I was wrong, fortunately I was able to land outside offers (Windows experience didn't seem to help at all), I wish I knew befor I joined Windows but you live and learn.
I want to remind some who forget that Microsoft exists outside of Redmond, and base salary varies based on geography. Bonuses and the percentage vary based on plan(which often include RBI/UBI as well as CBI). The field has services, sales, marketing, retail, etc.
Levels and pay are often higher in the field.
Any ideas on what leaving MS is like (the process you go through with HR or whatever), or good companies to apply for in the area is appreciated.
Searching "leaving Microsoft" on msweb will give you links to HR page about what to do. Since MS employment is at-will, which means you can quit any time and MS can fire you any time, not much you need to care. But to be professional, give 2 weeks notice to your manager.
As for Jobs around Seattle, you can try Amazon, Google, Facebook, Expedia, Zillow, F5, Research in Motion, and so on.
A voluntary departure immediately after approval may put your GC in jeopardy.
Complete lie. Got my GC this June, and just moved to a new job. Send a copy of my new GC to the new company and everything is fine.
so I got through my review and just as I expected, I heard a ton of corporate HR fed bullshit about how I should be thrilled that I got a 3 as most people got a 4 or 5. Blah, blah, I have been at MSFT long enough to know how to smell the bullshit. Don't get me wrong, I am grateful to have a job and to those who are truely offended by thir review... suck it up, most companies don't even give bonuses. THIS IS AN ANOMOLY.... try working at any other suckass company and see how you are treated. But.... alas, I have been asymilated and drank the Kool-Aid and as a result, I am totally offended by my lackluster review. I get a 3 and a modest bonus and no promotion, but I killed it this year. The feedback from my manager..... well, NO ONE gets a 2 unless you rocked it and ABSOLUTLEY NO ONE GETS A 1. Hmmm, I know plenty of people who did so I call bullshit on that comment.
The fact that I even care about this is what chaps my ass more than anything. Its just a job, who cares what rating I get right?
It's time for a chamge anyway.
It's time to go to a company where I can make a difference by what I contribute, not how well I play the commitment/review game.
If 9/7 rumors are true, put me on the list... where the hell do I sig up?
Hey Steve B, I will take my severance and gladly let some other drone fill my senior management spot and pander to LisaB's ridiculous performance management process (which BTW, is far worse than before, but honestly, I am sure it was more about saving money/legal issues than it was "making it better for the employees". C'mon, we know better than to beleive that story line.
Anyway..... rumored layoffs coming???? Doubt it. But hell, if its true, where the hell do I sign up?
The peer gets the best ratings every year and the easiest work items. Comes in at 9 and leaves at 4 out of door, no pressure, no deadlines, nothing.
Is there a channel to complain?
You need to get out of the team immediately. It is a no win situation for you, and as others have repeatedly stated, HR is useless and you would do your career considerable damage if you report an incident of favoritism to them.
> Level 60 and got completely shafted.
4.5 years and only a single promotion? Either you are extremely unlucky or something tells me that someone other than your management might be at fault here. Try looking in the mirror.
Huge disconnect with reality. I was hired from outside to bring a new approach.
I feel that it is very hard for a senior person coming in from outside the company. The problem is two fold. One is politics. You have to compete with people at your level who've gamed the system for years and are well known to management. The second is how the level competencies are written. At higher levels there is more importance placed on influencing other groups, but when you're new it takes awhile to learn the layout of the business landscape and develop relationships to affect change in other groups. Unless one doesn't have a job why risk a fast 5 coming into Microsoft in a senior position?
Good amount of layoffs in India.. I know at least 12 who were shown the door.
L62, first year in Senior band
Office
No promo
No R&D bonus
Bucket: 3
Merit:2.55%
Stock-to-Salary: $7K
Bonus:10%
Stock:100%
New Base: $117k
Got glowing feedback from manager and honestly couldn't decide if I should have been a 2 or 3. Knew it probably wouldn't be a 1 because the GM decided to deprioritize a big focus for the org, and much to my chagrin, I championed the old focus. He made this little move right before calibration so everyone was caught off guard, including my manager.
In general, I work for a great team and do work that I mostly enjoy. I was told before MYCD that it would be a long time before I'm promoted, so not being promoted was inline with my expectations. I was baffled and a little disappointed by the 3 though, and given the "i've never seen anyone new in Senior band get better than a 3/Achieved/Meets" line. Is the new Seniors get a 3 thing a part of the accepted reality, or just folktales? I feel like my numbers are inline with what other 3s have posted, but I can't help but think I earned a 2. My manager didn't provide one meaningful insight into why I got a 3 or what I could do differently next year to earn a 2 or a 1.
"For all of the legitimate posts here from both managers and employees, I say this. I hope these complaints about the brutality, unfairness, and unfair politics about the system are surfaced to lisab and steveb. Probably won't change anything, but they need to hear a loud and clear message and have it on their consciences that their new system is so objectionable and flawed, especially when its execution appears to have been botched in so many ways."
Oh my god, you've got to be kidding.
LisaB and Steve have done nothing but increase the brutality and unfairness of the review system each year for the last 10. Steve is enamored with the brutal review model, and Lisa is a lapdog who does what he says.
Do you really think Lisa isn't intimately aware of what's going on? That her teams haven't been actively participating in and facilitating the new stack ranking methods? That they can't see exactly what it does to teams and employees?
Don't be ridiculous. OF COURSE they know what's going on. These are the people who instituted the Partner model, who created the HiPo and Bench and 1+ programs to create a tiny group of favored children at the expense of what's best for teams. Both Lisa and Steve favor a ruthless performance model, and clearly they don't care if everyone other than their top 2% leaves the company.
"My total comp. actually went down, given that my stock award was significantly lower than last year under the old model. That sucks"
I do not get this. Is this not just a play on numbers? If you really want to compare the numbers then you should multiply your stock2salary figure by 4 and add it to your total comp.
If I am correct then someone in HR needs to get his/her ass kicked for not providing this comparison.
Am I missing something? (I have not received my review yet.)
L63
Bucket: 1+
Merit: 3.5%
R&D: 5%
Bonus: 22.5%
Stocks: 225% ($38K)
I'm a lead and well familiar with competition and I was hoping to get 2 and I was surprised to get 1+ as I was promoted only a year ago.
""this has to be one of the most aggressively trolled blogs I've read, with all the poorly hidden Fuck Microsoft agendas"
Certainly there are trolls, but when you get to 900 posts and counting at annual review you can assume there is heavy employee input here. Some posts garner fewer than 200 comments.
Being a 65 is brutal. You're calibrated against 66s and 67s many with a decade in this calibration. Getting a 4 or 5 is a 50-50 proposition unless you're someone's protégé. Next year with senior band going to 150% most 65s will be compensated much less than their 64 counterparts with similar performance.
With this in mind I recently recommended that a friend ask for a demotion.
L#: 62 (no promo)
Bucket: 5
Merit: 0
Bonus: 0
Stock: 0
And by the way, my MYCD was not a "midyear career discussion" as much as a "midyear punishment discussion". Manager and I agreed I'm a good fit for Microsoft, but in the wrong role. But it was a Catch-22, because the forced message in the MYCD impeded internal transfer. This is just broken on so many levels.
Right. However it's been that way for years. It won't be changing soon. Performance detention is misused. HR knows it. And still it exists.
Two words for you: LinkedIn, craigslist.
I read a lot of hate here, maybe some groups/managers really suck, but I look around me and I see great people and a great company. Maybe I'm just lucky I landed in this org, where all the different teams I was part of were very good.
Pray your luck holds out, man. If/when you end up in a group that "sucks" and have no recourse to get out because you got targeted, all of a sudden it doesn't look so great any more.
Only 1-2% are underperformers, the remainder of the 'clean-up' is to cut cost or make room for different talent... finally realized this, it's just a management tool messing with people's lives...
Q: Is there a channel to complain (HR)? Yes, you should, I have seen an incidence where one person got a 150% workload, the other 75%, mgr ended up being demoted after complaints to HR,
This is the first time that I read this blog. In going through these posts you can certainly see a pattern emerge about the characteristics of the individuals that read and comment. Everyone seems to expect stuff just because they are who they are. C’mon people… you don’t achieve things by complaining and assuming a self-entitlement attitude. I can tell you that I have been with the company for two years and have been promoted twice already. I am currently a L64 and received a 1 in my latest review. I really enjoy the business culture, my colleagues and I am also very passionate about my work and team. I have always been a firm believer that as long as you are doing something you enjoy and give that extra mile things will happen. Most of the comments I read carry the same message… “what the company hasn’t given me that I am sure I deserve”. Haven’t you thought about ways that you could make a difference? Or really taken inventory of your passions and seeing how those are aligned to what you are doing day in and out? Even if it is outside of MSFT you should be doing what you enjoy. I have learned this the hard way. I have been in two other fortune 500 companies and hated every minute of it. In both the rating systems sucked and a lot of people were disappointed every year including me. However, I talked informally to leaders of the business and they all agreed on the same thing… if you are passionate about what you do it will speak louder than anything that anybody writes on a piece of paper. This is the reason why I left both companies and joined MS. Not because of the company but because of the industry and the caliber of individuals that work here. I know we have a lot of challenges and as a company MSFT is far from perfect. However, it is an environment that values teamwork and collaboration and these are values that are at the very core of our human behavior. Believe me, the grass is NEVER greener on the other side… be true only to yourself.
Ex-FTE here. Is not the 'curve' 20/20/40/13/7? Adding a+b+c gives 80%, and the c+d 20%. All that together boils down to the 80/20 rule, right? So 40% of employees are good with it, 40% are OK with it, and 20% are well, fucked. Not sayin' I agree, just sayin'.
Now from the outside your CEO, Mr. Ballmer, lies on exactly which part of the curve? Is he a keeper? And does Mr. Ballmer not hold a math degree from a prestigious university? God Bless.
L64 promo to L65
Rating 1
Promo 4.5%
R&D 5%
Stock to cash $1500
Bonus 18%
Stock 18%
New base $147k
Seems low based on what some of the L64s have posted. Disappointed that stock and bonus are based on L64 and not L65.
I read a lot of hate here, maybe some groups/managers really suck, but I look around me and I see great people and a great company. Maybe I'm just lucky I landed in this org, where all the different teams I was part of were very good.
Pray your luck holds out, man. If/when you end up in a group that "sucks" and have no recourse to get out because you got targeted, all of a sudden it doesn't look so great any more.
I hear you. I still need to wait for my green card, and then (regardless of what others say) I have to wait a year to be safe (ask a lawyer). If/when I stop seeing MS as a great company and a great place to develop my career, make sure I'll look somewhere else. If people stays to keep comfy, they have no right to complain.
L61
Bucket 5
Merit 3%
Bonus 0
Stock 0
R&D Bump 0
Division TwC
MYD: See transition review
Transition review: never happend
Last year: Achieved, 70%
No warning. No constructive feedback. Loads of praise. No bad review in 10 years. WTF?
I have always been a firm believer that as long as you are doing something you enjoy and give that extra mile things will happen.
Do you really write software? Of that kind that when debugging you attach VS or WinDbg to it?
I'm a L65, and got a 2 in my review. If that meant that 20% of my org delivered better business results than I did, I would be extremely happy. Problem is: with an enormous effort, I tried to search for a week for people in the principal band that delivered more business results than I did. I honestly could only find 5%. And those were people placed in well-canned opportunities in which they couldn’t fail. Literally: no risk, only rewards were possible. I took risky positions, got a new manager halfway through the year and helped him as much as I could, did very visible work, and still got a 2.
Let’s see what happened last week just due to having a Linked-in profile: I got could calls from Amazon, a social network in San Francisco, and a recruiter from the Seattle area. Got 2 e-mails about positions that recruiters think that match my profile: one for a top middleware company, another for a top online competitor. If my review score was a 1, even with less money on the table, I wouldn’t even think about answering those recruiters. Instead, while visiting sites like Linked-in or others from the recruiting agencies, I found in 5 minutes at least 3 positions that looked like written specially with my personal interests in mind, and applied for 1 one those.
When Microsoft ignores “performance” in the “performance review”, it basically signs its own death sentence. Every professional wants to be judged by his/her work and business results, and not by the (in)competence of the management chain in calibration meetings. After 10+ years, I see absolutely no way I’ll stay in the company for another year. Someone in “talent management” probably thinks that all 2s are easily replaceable, because every single other person I know that got a score >1 is also active in the market now. And if there was a way to volunteer for a layoff, I would anticipate a fight for the first place in the line.
There's a picture going around the web that compares org charts of various technology companies. In the MS one, each group is wielding a gun which they have pointed at every other group. The comments on this blog seem to support that. While you folks are busy fighting each other, the competition has MS squarely in its crosshairs and continues to take you apart. Keep making it easy for them.
Haven’t you thought about ways that you could make a difference? Or really taken inventory of your passions and seeing how those are aligned to what you are doing day in and out?
Yes, and I was on exactly that project at Microsoft, with my reviews reflecting it. It was wonderful to be doing something that I felt was aligned with both my professional passions and my work experience to date. I relished the best opportunity so far in my life to show what I could do, and I executed on it very well. It was a joy to go to work and see what difference I could make each day. Got quick promotions, gold stars, the whole kazoo.
Like so many others here: Then came the reorg dragon. Never saw another E/20 let alone a gold star. Despite great performance during the 345 days prior to the reorg. Just 20 days from EOFY. I couldn't make up that kind of bad luck.
From the new manager's first day on the job, things changed. Management assigned me only to Kim projects with no visibility no matter how hard I campaigned for other work, even if partner teams ASKED for me specifically to be on a project. It was obvious I was being "positioned", and not for the HiPo program.
Before long: performance detention, and I couldn't leave the team despite other teams containing people who'd done cross-group work with me before trying to pry me free.
Moral: if you get stuck with a bad reorg, LEAVE IMMEDIATELY if you want to stay in the company. Do not try to improve things in your current situation. Do not wait around for your next review because you believe you kicked ass and will be rewarded well for it. This only gives them time to create a misleading impression of you that will impair your ability to function effectively within MSFT.
To Monday, September 05, 2011 7:14:00 PM
What group are you in?
Based on your praise you must be in a wonderful group with an awesome manager. I am considering changing groups, so will appreciate your answer.
Level: 63
Bucket: 3
Bonus: $12k
Merit: 2.55% / $3k
R&D: 5% / $6k
Stock To base: $4k
New base: $134k
At midyear I was exceeding and trending to a promotion. The entire review was glowing without a single negative, so the 3 was unexpected.
L62, first year in Senior band
Office
No promo
[...]
Monday, September 05, 2011 12:35:00 AM
Level 62 is not the 'Senior band' it is the "2" band (SDET 2, PM 2, etc) . 'Seniors' are 63/64
It is absolutely amazing that each one of you is that each one of you is so fraking perfect. Over the years we've scoured the world and hired A+ ego-maniacs and while each one of you deserved a "1" in your own minds - what have you actually done?
Let me challenge you with a passionate task… (Perhaps accepting a challenge is the heart of the matter or perhaps your management noticed a lack of passion within you?) Insert image of raising eyebrow…
If WP7 or W8 or [insert product here] is a fail - why don't you please save us all with your brilliance and fix it (no complaints, real fixes) and then send an email with these fixes straight to SteveB (be sure to put ALL of us on cc).
Your "5" rated a** is being walked out anyway. Maybe it will save you or maybe, just maybe, you earned the 5.
"L62, first year in Senior band
"
You're not in the Senior band, that's 63-64. You're a II.
59/60 Junior
61-62 II
63-64 Senior
65-67 Principal
68+ Partner
I am currently a L64 and received a 1 in my latest review. I really enjoy the business culture, my colleagues and I am also very passionate about my work and team. I have always been a firm believer that as long as you are doing something you enjoy and give that extra mile things will happen. Most of the comments I read carry the same message… “what the company hasn’t given me that I am sure I deserve”.
I have always received very good reviews but I can think of half a dozen coworkers off the top of my head who are getting much less than they deserve. They do excellent work (and a lot of it) and go the extra mile. In some cases they are too quiet to do all the self-promotion that's unfortunately necessary to get raises, bonuses, etc. at Microsoft, and in other cases they are foreign and their visa status means that Microsoft can s*** all over them because they can't just quit and go to another company.
So, of course there are some losers at Microsoft with inflated egos and senses of entitlement, but I don't have a hard time believing stories about people not getting what they deserve since I've seen it happen so much myself.
I hope these complaints about the brutality, unfairness, and unfair politics about the system are surfaced to lisab and steveb. Probably won't change anything, but they need to hear a loud and clear message and have it on their consciences that their new system is so objectionable and flawed, especially when its execution appears to have been botched in so many ways. It will also send a clear message when good people leave the company and the execs start scratching their heads, wondering about what might have spurred the bad attrition stats. Is it better at other companies? I don't know. Is Microsoft's review system causing unhealthy behavior to occur? Absolutely.
The fact is that all the 4s and 5s that leave over the next few months will be labeled "good attrition", and rationalized away at all levels and by HR. It is clear now that Microsoft is run by idiots - technically, they may have been brilliant in days gone by, but as managers, they are utterly clueless. While retaining talent and managing out underperformers sounds good in theory, what actually happens is not even close.
The fact is that Microsoft's managers have always been picked following the same old formula - ask outperforming ICs to take on a manager role, send them to management training, and call it good. Microsoft ranks are now filled with these incompetent people managers who have hired many more such managers. Add to this the stack ranking and the forced curve that has evolved ruthless and political backstabbing managers, and you have a review system that runs far from its goals.
The only folks who make it through to Senior or Principal either are one of the lucky few who have truly good managers, or who are brilliant enough to make it through despite bad managers. Unfortunately many more talented brilliant folks are falling by the wayside, and leaving after getting a bad review, while we furiously hire replacements from college and industry and desperately work their asses off so we can deliver on our short term goals.
The big picture however is that the folks who end up working at Microsoft are either a) old timers who had good managers and made it to Principal or Partner (I'm a Principal ex-manager IC myself), b) incompetent and/or political/corrupt managers, c) a few brilliant folks who stay because they're still loyal, or d) new-ish hires who think getting anything but a 1 or a 2 doesn't apply to them (even though it inevitably will, either before or soon after reaching the Senior band).
In addition, a large majority of folks quitting Microsoft leave with the after taste of a bad (usually unfair) review in their mouths. I'd wager that these folks, having a powerful combined influence in the tech industry and beyond, are turning hearts and minds away from Microsoft and its products. Over time, this will only get worse, since the ranks of ex-MSFT'ies will only grow.
This is a problem with deep roots, and requires radical solutions.
Fire Ballmer, Brummel, and all managers in the SLT who have low MS Poll scores. Hire or promote an engineer to run the company, for god's sake.
Give all managers who have low WHI scores one year to fix them, or go back to being ICs. And by low WHI scores I mean in an absolute sense, not relative to the rest of Microsoft.
Get rid of the latest review system, including the forced curve. Implement a new review system where there is no review score. The review score is well intended, but it doesn't work in the real world, at least not without impacting morale, and ultimately the company's long term success. 4/5 (and the A/U 10 before that) is a recipe for disaster (if you want to let someone go for not doing their job, do that without using a review score, which impacts retained employees for god's sake). *Loosely* stack rank each year's performance and pay the employee based on that. Their compa ratio already tells you where they are relative to their level, and that's all you need to know to promote them.
L63
5'd after being told I was doing great and improved greatly (was a 10%A). No negative feedback and no commitments missed in review even with weasel words on one that supposedly sunk me. I'll be gone soon, but anyone sticking around remember there are plenty of opportunities to provide feedback on bad communication and management, etc. No manager that does this crap should escape.
Please elaborate. I have a manager who steals the credit for most of my work, knows he's being a parasite and dings me at review time, so there is no chance I can take any of the the credit. Honesty and Integrity, my ass.
I know we have a lot of challenges and as a company MSFT is far from perfect. However, it is an environment that values teamwork and collaboration and these are values that are at the very core of our human behavior. Believe me, the grass is NEVER greener on the other side… be true only to yourself.
You ought to print that on a glossy marketing brochure. Really.
What happens if you don't sign your EOY review?
This is the first time that I read this blog. In going through these posts you can certainly see a pattern emerge about the characteristics of the individuals that read and comment. Everyone seems to expect stuff just because they are who they are. C’mon people… you don’t achieve things by complaining and assuming a self-entitlement attitude. blah blah blah......
What drivel! C'mon Lisab. Step away from your computer and stop posting here. You can get back to calling your broker and selling thousands of shares of stock which is about all you seem to do these days.
Only 1-2% are underperformers, the remainder of the 'clean-up' is to cut cost or make room for different talent... finally realized this, it's just a management tool messing with people's lives...
It would be much easier if msft was absolutely open about this policy. Its okay if msft wants to constantly get rid of the bottom 10% as long as every employee knows it and realizes what they're signing up for.
Whats difficult is when you end up in the 'potentially managed out' category because then you have no idea if your manager has already commited to getting rid of you in a year and if you're just a dead man walking.
@Monday, September 05, 2011 7:14:00 PM
I am seriously inerested that what value you have added that you got 2 promotions in 2 years? What difference you made?
Your case is one of the good example of big corruption as no body in Microsoft getting promotion every year.
I found in your post that you worked with other 2 fotune 500 company and hated every minute there and was unhappy with the review system.
I am surprise to see your explanation other way round for the post here.
so as you described...be true only to yourself.
@Good amount of layoffs in India.. I know at least 12 who were shown the door.
which group or coe?
I got 5 and a message from my manager nothing is going to happen. should I stay or look out?
"Good amount of layoffs in India.. I know at least 12 who were shown the door."
Do you have the names of some groups, teams which were affected?
guys, i have a simple solution. simply leave Microsoft.
don't get emotional with brand. there are other brands as well.
do something which really excite you and motivates you. i hope Microsoft will also buy this.
---
L62, first year in Senior band
Office
No promo
No R&D bonus
Bucket: 3
Merit:2.55%
Stock-to-Salary: $7K
Bonus:10%
Stock:100%
New Base: $117k
---
Senior starts at 63 buddy.
The "how" vs. "what" was accomplished switch: Also known as "bait and switch" in that it's crappy to change the rules near the end of the year-long race, and only a few knew the new rules. If "how" actually meant that we don't need to leave a trail of bodies to get something done, I would agree with it. If "what" doesn't matter much anymore, then why do we concern ourselves with commitments at all? It's like a bunch of grade-school kids made up the review process after reading about fraternities. Seriously, what gets done is vitally important, and "how" is a nice to have. And if "how" was truly important, it would be an evaluation of who removed impediments to processes instead of lobbing roadblocks in front of people going full speed, a sense of collaboration, a willingness to question and constantly evaluate without being a complete jerk, but with a freedom to ask hard questions and try to get to the truth of the matter, and accomplish something of substance.
The senior people brought into MSFT to bring in knowledge that the org have (yes, seriously) are usually viewed as a threat by people accustomed to the status quo (Hawthorne effect, anyone? The one where new people come into a group bringing higher standards and higher performance, better ideas, raising the bar of what can be accomplished, and the existing group is threatened and tries to bring them down to their level of performance so they don't look bad). It can be sport for those who've been here "longer" to provide derogatory input at review time regarding how you haven't been at Microsoft long enough to understand how things are done, etc.,you should accept you are just new. Despite your 8-10 years of usually stellar industry experience and advanced education that you brought with you, that you have managed to do more quality work in part of a year than people who were here first did in an entire year but they were more familiar to the people doing the last rounds of calibration. You are now left wondering how to proceed. Yes, you did your part, did outstanding A grade work, but all the A's were given out before you got here, too bad so sad ... Do you put in a hard year's work now, without knowing if you will be compensated for it at review time, trying to be viewed as worthy of a higher rating by spending the right percentage of the time marketing yourself instead of getting something valuable done (like actual work towards a business goal), or do you decide you have made a gigantic mistake in choosing Microsoft. All because some subset of the long-timers didn't like your questioning of long-standing stupidity (polite as you may have been), they for sure don't want you promoted ahead of them, or getting any big opp that they wanted for themselves. Even if you are the best person for the job.
Weird set of forces fighting against each other - bring in the new blood because the expertise didn't exist within the team, but then circle the wagons to make sure that those new-to-MSFT but very experienced and smart people get kicked to the curb at least a little bit in their first review, so they don't go around thinking that they have added value, or earned the right to be present. Good news is that the small stock grant wouldn't be hard to leave behind, so instead of feeling proud of the decision to come here with all your knowledge and skills, great about the upcoming year, feeling well-compensated and valued as you do your best work, go ahead and consider taking the headhunter calls. While you try to decide whether to stay or go, know that a lot of the people who made sure you got the 3 or the 2 when you brought more value than others who were awarded higher scores, they wouldn't know "team" if it bit them in the butt.
MSFT Employees: How hard is it to transfer internally to a position that is 1 level above your current level?
Approaching 12 years at MSFT. Our org just went through a massive reorg and I can see that our product is being sidelined. My new manager handed off the review to my old manager who put it off until 9/8. Being a part of the "near 50" crowd I do wonder what is going on... I fully expect a 3 but who knows... I could be suprised one way or the other.
KT lost another senior female - Linda Zecher, VP of WW Public Sector in EPG has just resigned. She used to report to Simon Witts.
Good review that fit well with the work I was responsible for and the way I handled it. My manager stopped short of promising a promo at MY, but she said in clear terms that that would be a reasonable thing to hope for.
Just to be clear, promos at MY do come with an attending increase in base, yes?
L64 SDE (promoted midyear)
Bucket: 3
Numbers as published by HR
Expected a 2 at least, but was given a load of crap stating that the stack ranking was not handled in a fair manner and that our team and other unrelated teams in our organization were compared toghether.. It was like ranking of apples to oranges.
I replied that it is not my problem that my management chain cannot figure out how to stack rack their employees appropriately and that I would prefer to be an apple than an orange.
I'm not terribly upset nor excited about the review numbers... but after hearing that comment from my manager and seeing the lack of care that went into this review cycle I will likely be looking around both inside and outside the company.
re: 9/7 layoffs, here's what I've learned from reading this blog for years: If it's predicted here, it probably won't happen.
Seriously, folks. I was quoted by Mini for saying this a year ago, but it bears repeating: this blog has successfully predicted 12 of the last 3 RIFs.
"L63
5'd after being told I was doing great and improved greatly (was a 10%A). No negative feedback and no commitments missed in review even with weasel words on one that supposedly sunk me. I'll be gone soon, but anyone sticking around remember there are plenty of opportunities to provide feedback on bad communication and management, etc. No manager that does this crap should escape."
HR and management do not care, it happened to me too, get out while you can!
"I know we have a lot of challenges and as a company MSFT is far from perfect. However, it is an environment that values teamwork and collaboration and these are values that are at the very core of our human behavior. Believe me, the grass is NEVER greener on the other side… be true only to yourself."
Whoever posted the above, just wait until you got re-org'd into a bad group or manager, when that happens, no matter what you do, you are screwed, if you are not one of the in-crowd. Do you thinking you can continue to get "1" no matter who is your manager? Try Windows, you will find out how bad it can be. Don't judge people who posted here, just because you got a "1", I got E/20 too, but got screwed in Windows 8 re-org, now totally disenchanted, totally shitty W8 PM org, I wish those L65-67 PM's got thrown out to the streets and see what they are real worth to the outside marketplace!
Does HR policy explicitly state that 5's are not able to move and are not eligible for rehire? I got binned by my current team due to the usual bs that many other people here have described, but there are actually other teams that want to hire me. They know I was given a 5, are understanding of the situation, and still want to hire me. Is this official no-hire policy posted on HRWeb somewhere?
As an ex-Softie....reality check. The work product from the company is below par, as employees none of you have any industry forming opinions (not being a brat but letting you know that in the Bay Area where I live, the East Coast where I frequent and am a guest speaker at Ivy League schools, and Europe + Asia where we do a lot of business that I lead), the stock price is languishing with a mediocre CEO, COO and honestly sub par managers all around....so why didn't all of you get a 3 or 4 or whatever else? When you get a 1 you are measured against your sub par peers....in the real world I would give all of you a 3, 4 or 5 and tell you to step up. MSFT is in so much trouble and no one cares about the company...looks at OSD, Windows Phone, Windows, STB...outside of Office and the sporadic hit like Kinect....the company is a mess. Be glad you got some or any money at all. The posts here are the mindless dribbles of raving lunatics....I was turning in to one of those so I left. I was a L65 when I left and turned down my L66 promo....no thank you. Got real work to do, a life to live and a world to try and contribute to rather than fester in the Ballmer, Turner, Sinofsky, Lees, etc. myopic world!
Shareholders have to love this. Very little of the annual review process if any is tied to an increase in shareholder value. Everything is focused on optimizing individual goals which bear a maybe passing resemblance to value. And the politics/positioning, all of the wasted energy that goes into the angst of this whole thing. Fucking scrap it because it doesn't work. Tie individuals to the outcomes for their shareholders (50%) and their division (50%). If the division and shareholder do well, they do well. Promotions tied to ability to grow the business. Increase in pay tied to increase in contribution (and level). Of course it won't happen because just like the thousands of tax accountants who oppose simplifying the tax code, there are about 1,000 HR FTE who have this model as their primary deliverable. 1,000 FTE costing the company about $200M just to point people at the wrong goals. No wonder Einhorn says Microsoft has Charlie Brown management...
L63 (no promo)
Bucket: 3
Merit: 2.55%
R&D: 5%
Stock2Cash: 4k
Bonus: 10%
Stock: 100% (17k)
New base pay: 126k
Really felt I deserved a 2 based on my contributions to the team and from speaking with others around me. Was surprised to be told that I was a 2 going up, and a 3 (leaning 4) coming back down. Apparently I don't play politics good enough. I need to toot my own horn and lord over people and make big noises to get noticed.
Working late nights and weekends was not valued. I really want to find a place where when I work this hard, I get rewarded. I feel slapped in the face. Very demotivating.
Yahoo CEO Carol Bartz is fired by US internet firm ... http://www.bbc.co.uk/news/business-14816077
Pray Ballmer is next while there is still a company left to save.
Fire Steve Ballmer. I want to see Steve Jobs, or maybe Carol of Yahoo as Microsoft's CEO.
Ballmer's rating: 5.
L61
Bucket: 1
Merit: 5.5%
Bump: 8.5%
Stock-to-Base: 3.5%
Bonus: 18%
Stock: 180% of target
New Base: $114,500
Division: STB
@Midyear: Gold Star
Was promo'd to 61 last year, and have been at MSFT 4+ years (started at Level 60).
The money was not particularly disappointing. The fact that I'm sitting at the same level as our new hires is the more troubling fact.
To Anonymous, Monday, September 05, 2011 7:14:00 PM:
I cannot believe how out of touch you are. Impossible not to notice the toxic environment at MS, and the unfair practices, particularly against folks over 40 or 50. Passion and the extra mile are certainly NOT the only thing that keeps you employed at MS beyond age 40. You come across as insanely naive.
L62
Bucket: 5
Review was utterly fabricated with BS numbers and exaggerations.
I was let go on the spot.
I am wondering how other rated a 5 here got to stay onboard.
can you please comment?
How silly is it? About as silly as firing every teacher who wasn't on his or her way to become the Principal, and every soldier who isn't destined to become 4 star generals. How useless are they, huh? They're not moving up, so let's just throw them out.
History likely won't be very kind to Steve Ballmer but of all the stupid things he's done I bet history remembers him most for being completely clueless when it comes to managing his people.
The Yahoo bid is my personal favorite for "WTF Steve?" but in the end, it will come down to him choosing misguided personnel policies that cause so much churn, so much fear, and so much ill will.
Microsoft lets go/lets go to waste so much talent and what's really bad is that talent goes to the competition... with a vengeance. It's double whammy -- throwing out your investment in personnel AND giving that investment to the competition.
I'm yet to see any sign that this is anything but shockingly poor personnel management that has been going on for over a decade. It's ONE of the reasons Ballmer is ill-suited to be CEO of a technology company.
L62 => promo to L63
Bucket: 2
Merit: 3.9%
R&D: 5%
Promo: 20%
Bonus: 13%
Stock: 130%
New base pay: 135K
Before review i was ready to take off. Will stick for a while and see how things turn out.
Level 62
Rating 1+
Merit: 5.25
Bonus: 22.5
Stock: 225%
Not eligible for R&D increase and lost out on promo as well due to minimum length in level restriction (sigh!) even though I think this was my best year at MS so far in terms of delivering business value.
Is it possible to get level bump on internal transfer?
Being a 65 is brutal. You're calibrated against 66s and 67s many with a decade in this calibration.
this is incorrect.
65 & 66 is a separate band from 67, hence they're calibrated separately.
I thought I would be 2, but 3. My boss told me that they ranked 61 and 62 separately and merged results then. That made L62 difficult to have a better ranking. Do you guys think it's true?
To the Anonymous who wrote:
Everyone seems to expect stuff just because they are who they are. C’mon people… you don’t achieve things by complaining and assuming a self-entitlement attitude...
... I really enjoy the business culture, my colleagues and I am also very passionate about my work and team. I have always been a firm believer that as long as you are doing something you enjoy and give that extra mile things will happen.
Yeah, buddy, we are one big happy family here at Balmart. I am going to enjoy what I love doing very soon and it will be outside of this company. Please, keep building the bright future until one day out of nowhere you get a 5 (or whatever the grading system will be that year). I bet you did not think that the people complaining on this blog could also be solid performers like you.
Btw, so much for RIFs being rumors posted by trolls. One down in my team yesterday. A solid performer with a family and at least one kid.
This new system makes no sense to me..we are rewarding lesser levels for less work and less impact.
Case in point
L63 promo last year end
E20/70 previous 6 reviews
Considered a "rockstar", getting "you are doing an excellent job" all year.
Gold star award mid year.
Ended up in a 3 bucket.
L62's with 1/3 the business impact, 1/3 the output are getting a higher bonus, not to mention R&D increase.
Unless you are a 1, we are no longer a pay for performance company, but some twisted HR invention which will result in MS losing some very good people while Executives pat themselves on the back for a job well done.
I always used to know how to grow in MS. Now I have no idea, and neither does my manager or skip level.
To all those L62's who "love" the system...Wait til next year when you are almost all put in bucket 3/4/5 regardless of what you do....Enjoy
L62
Promo to 63
Bucket: Received a 2
Merit: 4%
Promo: 5%
R&D: 5%
Stock to Base:7k
Bonus: $14 K
Stock: $14 K
New Base:130k (approx)
Are the numbers (considering i recieved a promo) a fair one for the rating i achieved ? Last year i got a E20 and my total compensation package was 150k. Now even with the promo it's 160k. Something doesn't add up quite right. What do you guys think ?
If you don't sign you review does it still go on your internal record for all hiring managers to see?
To the guy with the 5 contemplating suicide, your death would be a win-win for management and HR. That's exactly what they want. What would your death attain? The devils are still alive and they will keep doing this every year to someone in their team!
Don't. Life outside Microsoft is far better.
We need your stories and feedback about your manager.
Email: TheWorstManagers@gmail.com
Most of the posts here have been focused on the "what's in it for me" question or the individual aspect of the new review model's impacts. There has been less focus on the aspect of what impact this new model will have on the company as a whole. That is something everyone should be concerned about.
In prior years, good attrition (as defined by culling the lowest performers) was 3%. This year the box 5 size is now 7%. That means that 7% of the employees are being told that they seriously underperformed. Additionally, we have box 4 employees comprising another 13% now being told that they underperformed relative to their peers.
In aggregate, this is sending 20% of the company, at all levels, a message that they need to go. You might argue that 1/4 of those might try to recover and may in fact succeed, which still leaves 1 of 7 people leaving. Think about that a moment. What company that is knowledged based encourages 1 of 7 employees to turnover on an annual basis? If you were a box 4 this year, you have a high likelihood of becoming a box 5 next year once all the 5's have been terminated or left. With no internal mobility, since nobody is welcoming 4's with open arms, your choices are pretty limited.
Some teams might game the system by hiring duds, but that outcome would be even worse. So, fast forward 3 years. How do you think this impacts the company? Now draw your own conclusions for how this will impact you personally.
I have been here over 10 years, did not land in 4 or 5, and for the first time in quite a while I am considering other options.
Being a 65 is brutal. You're calibrated against 66s and 67s many with a decade in this calibration. Getting a 4 or 5 is a 50-50 proposition unless you're someone's protégé. Next year with senior band going to 150% most 65s will be compensated much less than their 64 counterparts with similar performance.
With this in mind I recently recommended that a friend ask for a demotion.
OK, new 65 here and worries about this. Could you explain the 150%? Thanks!
@Monday, September 05, 2011 7:14:00 PM
[snip]LONG, run together, single paragraph post extolling the virtues of working at Microsoft...
LisaB, is that you?
Got the review last week;just got laid off today. Didn't see it coming with the postive review.
Bucket 3
Merit 2.55
100% of bonus
I'll put it in the bank and start looking for a new job...
Guess there was no 9/7 layoffs.
Very upset with my review delivery. Based out of India GTSC, which is one big political Org. No matter what you do, unless your manager and his peer group in the calibration like you, all your efforts are useless. There are few who can get away with anything and yet always get rewarded, just because they are close to those who matter or know how to show up in front of the right people and game the system. Others can put in all the efforts they want and delivery brilliantly, yet end up with nothing. My manager doesn't care what I do nor has the courage to stand up and fight for me when he knows it is unfair.
The new review model sucks, it kills teamwork and leaves no amount of predictability on how I am performing. Very few of the managers here are genuine and they too get kicked.
Demotivated as hell and have lost faith in my management. Wish there was some element of fairness. Think this is my last year here, no point continuing to work for people who cannot represent me or my work fairly.
Senior IC, no promo
rating 1
merit 5%
stock to base several thousand
bonus 20K
stock 30K
good relief to my mortgage and dine-outs, but no way to reach financial freedom in this corp.
"I never thought I'd be saying this, but I'm now wishing we had the old old 3.0,3.5,4.0 system back. From my recollection, in that system, the curve -- although it was enforced -- was not a rigid 1/3,1/3,1/3 curve year over year."
From my recollection the pre-2006 curve was as follows (sales management role): 35% were >3.5s, 45% were 3.5s, and 25% were 3.0 (_OR_ <3.0)), BUT the big difference there was a 3.0 was "You're doing your job", "Achieved", "maybe you could improve in a few areas" if that, and that was the lowest score a manager MUST assign. Managers weren't forced to give 2.5s or lower, or provide certain "HR approved" language, if the manager thought everyone on the team was at least "doing their job". Three-O's weren't seen as losers, lepers, or frozen in place until they left the Company.
Though there were still politics, people all worked to get the best scores, not throw each other under the bus to avoid the low scores like rats racing off a sinking ship... or is it?
L60 (promo at midyear)
Bucket 3
Merit %2.55 (12% R&D increase, 1,500 stock to base)
Bonus $8,208
Stock $4,500
New Base $98,235
9/7 has come and gone, and I'm not laid off. Damn.
L62 in R&D
No promo
Bucket: 3
New base pay: $114k
New titles made it into GAL before reviews were completed. I saw that my boss got promoted before I received my review. I wasn't impressed.
Same bullshit as everybody else - 3 is good, keep up the good work. In my case the justification for the 3 was based on two things. One thing happened before my mid-year review and I received no feedback on until now. The other thing - my boss and I agreed that my actions were OK at the time, but he now seems to be suffering some amnesia as he has completely forgotten that agreement and caved. This is bad management.
Of course bad management doesn't keep you from getting promoted, does it boss? Glad you are reaping the benefits of my hard work...
Q: Is there a channel to complain (HR)? Yes, you should, I have seen an incidence where one person got a 150% workload, the other 75%, mgr ended up being demoted after complaints to HR,
Complaining to HR will get you a 5 and a personal escort from security out of the building.
L 60 (no promo)
Bucket 3
Merit 2.55%
Bonus 10%
R&D 12%
Was hoping for a 2, but fine with the score. Not happy about several on my team getting a 5. They're all smart, hard-working, dedicated, and passionate employees. Oh, and the other thing they have in common is they've all had disagreements with the manager and dinged him on MSPoll. Blatant retaliation.
L#: 61 (no promo)
Bucket: 5
Merit: 0
Bonus: 0
Stock: 0
At the mid-year review, I was told I was tracking well and doing a great job. Worked my ass off all year, volunteered to take on additional projects. Went through a management reorg before annual reviews and then found out I got shafted during calibration. VERY disappointed with this review system. How can this happen? Microsoft is ultimately accountable and responsible for this; they have obviously designed a system in which those who win the popularity and perception contest are rewarded and recognized while everyone else is simply discarded and used as meat for the 'forced curve'. What kind of a sick company would endorse this kind of review system? GOOD BYE MICROSOFT, HELLO GOOGLE.
P.S. Oh, and you can kiss my butt, Microsoft!
L63
Bucket - 3
Merit - 1.7%
R&D - 5%
Stock2$$$ - 3.4%
Bonus - 10% BES
Stock - 100% (~17K)
Know lots of folks around here who got a 3 as well and got very similar numbers.
L63 PM - Office
Bucket: 5
Merit: 0
Bonus: 0
Stock:0
Stock2Base: $4800
Like so many, I am still in shock, as I was just promoted last year. No indication of failure at MYCD or in 1:1's. My mgr said he put me in as a 3 because I was new in level, but the curve brought my score down. I asked him when I could expect to be walked-out and he said I was not on a PIP and we'd work together to make sure this never happened again. It's total BS, I don't believe him, as you don't get to the 5 bucket if you have mgr support. In retrospect, my commitments were very vague last year (as was the rest of my team, group of 6). I guess in a way, I'm somewhat relieved as this will force me to get off my butt and look for something in a better work environment.
Does setting good commitments and achieving them really matter anymore?
After reading these comments, it sounds like they don't--sounds like they are just a political tool to justify a poor review and nothing more.
Ratings:
Ballmer: 5 (your Board phone call should be coming soon)
KT: 6 (for general stupidity and lack of imagination, except for seeming to think he is still in a Walmart store)
lisab: 6 trending 7
Team: where people work together to get something done. In football, for example, someone throws the ball, someone catches the ball, people run really fast to get somewhere specific, some big guys block the people from the other town when they try to knock you down, they even squish them later at the bottom of a pile, and the goal of the game is to do it better than the opponent from the other town. You have your starting QB, and entire starting offense and defense, and then a bunch of almost-as-good people waiting to go in if someone gets injured or too tired to do their job (all that running/throwing/catching stuff).
Everyone tried out for the team, the coaches recruited the best players they could find, from all over. They chose the team, and then they got on with the training and prep for the games. It is the coaches responsibility to get the best performance out of the players, their job is to show up fed, rested, fit, strong and run really fast, throw really far and accurately, sometimes throw short and accurately, leap into the air to catch the pass, or knock down the guys from the other out-of-town place if they get too close to where we are, so we can win the game.
Sometimes a player gets injured, and they sit down for a little while. Sometimes they need to be fixed up, and when they are ready they get to play again, either today or another day. But we know that we recruited a bunch of really good players, trained them well, helped them get strong, taught them all of our plays that are supposed to be the best, and now we let them play the game, to the best of their ability.
Sometimes it turns out we made a mistake, maybe the player isn't what we thought, and then we tell them it's time to move on. Not that often, though, or it means we are crappy coaches who don't even know our own game or what a good player looks like. Or we can shine up a few rough spots with some extra drills and some more weight work, and help them to be the great player we need and they were meant to be.
Teams are valued for the skills that the individual player brings, and then together they get out their and play the game, under the bright lights, and when they do great and win, the crowd goes wild. Sometimes they just play hard and need to try to do even better, but we keep playing all the minutes of the game, for the whole season. If we have great coaches, the players trust them, and then they go off and play like champions.
Would be nice to try this here. If we can't apply it to software, maybe we could just get a nice pickup football game going.
I was told that "exchange server" team is being dismantled (because online has more traction, makes sense)
and the person who said "9/7 has come and gone...", the new date is 9/13 :) just kidding, i dont know anything about that.
Microsoft is all screwed up Company, people's fate/review is in your managers hands. You can't do anything regardless how much u work. Even you made them realize they screwed your career it ends in a simple sorry. I wish everyone should get atleast one bad review to understand how cruel the system is.
very true.
I have read 992 comments, and I am pondering what a good compensation system SHOULD accomplish:
- Reward excellent and good work
- Encourage more of the same
- Inspire people to do their best
- Retain "excellent" and "even more excellent" people
- Free people to focus on their work and doing great things, without worrying what is coming next round
- Free people to focus on the future (how can we be better, exceed expectations, rise above the competition) as well as do the current set of what needs to get done
- Provide transparency as to the evaluation of work and how rewards (cash/stock/bonus) were achieved
- Clearly indicate what needs to be done in order to receive promotion opportunities
- It should seem fair even to those who think they earned a higher grade
I am reminded of a college roommate who had a job a few years into her career, where she said she was overpaid. I found that interesting, and asked her how that affected her, and she said it made her want to do the best work she possibly could, in essence raising up to try to meet the reward that she already had been given, accomplishing things she might not have thought she could, but she took the leap and cleared the high bar. She worked some moderately long hours, worked at peak intellectual capacity, and also continued study towards a certification in her industry (actuary). She was well-educated, dedicated, pursued excellence, and the company paid her very well. Her high compensation was an incentive for her to do her best work. She was new to this company, but they treated her as a colleague worthy of reward, not someone to test.
Reminder that stock grants are known in the world as long-term compensation, and it's supposed to be handcuffs that will cause you to stay, not laugh at how small it is and wonder whether you will be here for the 5 years it takes to collect it. Stock2Cash plan is good if the stock stays stagnant, but a ripoff if $ ever goes up within the 5 years of your lowered grant. Check in the annual report at the amount of stock forfeited when people were canned or walk away. The Stock2Cash is really a big cheat - it would have been better to do an actual raise and double the stock grants - if you are canning a bunch of people every year, they won't actually see the stock anyway, but those left standing would benefit from their stock collection.
Would like to hear an explanation that makes sense of what justifes a Gold Star and/or promotion within the same year as "earning" 4 or 5. Either you're good or you aren't - not surprised people have headspins when this happens to them. Other than the bs of reorgs that looks more like projectile vomiting than something useful to business purposes - Who can give a good business-based solid explanation of why this happens? A situation of where dual message of "you're great" and "you suck" is valid? Seems beyond counter productive in a rewards system.
@Complaining to HR will get you a 5 and a personal escort from security out of the building.
OPEN DOOR POLICY :)
L60 Services
Bucket - 3
Merit - 2.4%
Stock2$$$ - $1450
Bonus - 10% BES
Stock - 100% ($4500)
New Base Pay $95k
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