tag:blogger.com,1999:blog-7555958.post109020109635118602..comments2024-03-18T12:52:48.117-07:00Comments on Mini-Microsoft: Under 3.25 Lifetime Average Review Score at Microsoft? It's Time to Re-Interview!Who da'Punkhttp://www.blogger.com/profile/18205453956191063442noreply@blogger.comBlogger11125tag:blogger.com,1999:blog-7555958.post-1137134938679653742006-01-12T22:48:00.000-08:002006-01-12T22:48:00.000-08:00Guess what.I have a 3.25 review score average. Yep...Guess what.<BR/><BR/>I have a 3.25 review score average. Yep I'm one of those guys. Three 3.0's and one 4.0.<BR/><BR/>The first two 3.0's came while I was stagnating in level 57 STE not being challenged. I should have started off doing level 59 SDET work, but instead I was doing manual UI testing at level 57.<BR/><BR/>In one year, I forgot all my coding skills that were so ripe when I graduated from college the previous year. I was not motivated at my job. Sure I got all my work done, but didn't excell nor was I "visible". <BR/><BR/>So what did I get?<BR/><BR/>The famous "you're doing great work, but we're giving you a 3.0 anyway" review. <BR/><BR/>Yeah everybody in the test org has gotten at least one of these. The most common time to get it is after a mid-year/off-cycle promotion. You surely don't deserve a 3.5 or a 4.0 because you just got promoted. We have to give you a 3.0, but we'll say you did a good job and give you 5 stock awards just to make you go away.<BR/><BR/>What a fucking slap in the face.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1133368012068205742005-11-30T08:26:00.000-08:002005-11-30T08:26:00.000-08:00Given the politics, empire building and other prob...Given the politics, empire building and other problems, perhaps it is time to re-interview the entire company.<BR/><BR/>What? Too drastic you say? We have a drastic problem. Too many people hit repeated "bad manager" or "bad group" situations. Too many managers report to their friends or have been stagnating in the same technology for many years.<BR/><BR/>The key would be to build the interview loops so they contain several people from other divisions and split the as-appropriate role into a triad with two members from other divisions as well.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1095975696223775152004-09-23T14:41:00.000-07:002004-09-23T14:41:00.000-07:00Microsoft is like any other company when it comes ...Microsoft is like any other company when it comes to reviews. If you just do your job you are not doing enough. This means you could be a great developer, PM or tester but you only do your job. To get a 3.5+ review score you must do more than your job. Talk to your manager about what you can do beside your current job. Talk to your manager's manager and find out what is important to him/her. Don't just go dark in your office.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1090754222057336952004-07-25T04:17:00.000-07:002004-07-25T04:17:00.000-07:00That's also a major problem at Microsoft. We have ...That's also a major problem at Microsoft. We have a lot of bad managers. So we also have a lot of ass kissers. They go together.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1090727702821121222004-07-24T20:55:00.000-07:002004-07-24T20:55:00.000-07:00Just because someone's an ass-kisser doesn't also ...Just because someone's an ass-kisser doesn't also make them ineffective. If they score well purely on ass kissing, that's the boss's failing.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1090453973695984642004-07-21T16:52:00.000-07:002004-07-21T16:52:00.000-07:00If you're so proud of your "astute" insights to im...If you're so proud of your "astute" insights to improving Microsoft, why do you hide behide a pseudonym? Why not use your real name for all of your co-workers to see exactly what kind of people they're working with or for???Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1090420308802199482004-07-21T07:31:00.000-07:002004-07-21T07:31:00.000-07:00At Microsoft, you can get a really good review sco...At Microsoft, you can get a really good review score just by kissing ass. How do we get rid of these people? We seem to have a lot of them.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1090288391070978112004-07-19T18:53:00.000-07:002004-07-19T18:53:00.000-07:001) Worst post yet? Okay, the bar has been set. :...1) Worst post yet? Okay, the bar has been set. :-)<br /><br />2) My bad for using "Level 60" - a more appropriate wording would be "new hire level + one" - most new hires do eventually get one promotion to the next level, but then some plateau at that relatively early point. Most new-hire devs, for instance, come in at Level 59.<br /><br />3) Interview as? Interview as an internal hire. The person already knows the process we use at Microsoft to create great product. But, I come from a point of view where industry hire and internal transfer get about the same amount of scrutiny.<br /><br />4) Review score as a metric. What else do we have? Please, if you know, I'd be delighted to hear a reasonable alternative. It's the only metric that tracks folks from year to year. I'm sure when the Fall People Review is done much more elaborate formula are put to use. Maybe there's something useful in there, something that measures acceleration through a career and clearly shows that a person is stalling out. I'd love to hear something else, but for now, lifetime review score is the starting point.Who da'Punkhttps://www.blogger.com/profile/18205453956191063442noreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1090284538982105562004-07-19T17:48:00.000-07:002004-07-19T17:48:00.000-07:00would they interview like an industry hire, a camp...would they interview like an industry hire, a campus hire, or an internal transfer?Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1090281423808224692004-07-19T16:57:00.000-07:002004-07-19T16:57:00.000-07:00This is your worst post yet.
Review scores have v...This is your worst post yet.<br /><br />Review scores have very little to do with performance. They have a lot to do with perception of performance. There are many people who coast through microsoft even in senior level positions. Your review score isn't always based on performance.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7555958.post-1090226005403515342004-07-19T01:33:00.000-07:002004-07-19T01:33:00.000-07:00Plateau at level 60?!? How about at level 57 or 58...Plateau at level 60?!? How about at level 57 or 58? Some of these people will never see 60 in their dreams.Anonymousnoreply@blogger.com