- Microsoft offers new policies to enhance performance management and address low artists.
- The technology industry turns towards the most stringent and less encrypted performance expectations.
- The new Microsoft Policies includes a two -year rehabilitation ban for weak employees.
Microsoft I have created new policies and tools for managers as part of an attempt to request performance pressure on employees, according to an internal email seen by Business Insider.
On Friday, Emmy Coleman, the new Microsoft chief employee, sent the email to managers about “new and improved tools to help you speed up high performance and quickly address low performance.”
There is a new option to get out of the weak performance, and a policy that prevents these people from moving within Microsoft or obtaining a redistribution by the company for two years, according to e -mail.
Many technology companies have become tougher for employees last year or so. Efficiency has been replaced by privileges and pampering, as performance -based job cuts become more regular.
For example, Mark Zuckerberg targeted a low performance when Meta canceled thousands of jobs earlier this year. Like Microsoft’s new policy, Meta puts the developed employees on the “ban lists” that prevent them from re -employment.
Earlier this year, Microsoft launched 2,000 employees who are considered infinitely uninterrupted. The insiders at the executive level as part of the changes in the company’s performance review and management process said, as the insiders said at the executive level as part of the changes in the company’s performance review and management process, as the insiders said at the executive level as part of the changes in the company’s review and management process.
Coleman, completely below, details of some of these changes and suggest others on the horizon. Microsoft rejected the comment.
Employees with zero to 60 % bonuses refer to “employees who have low degrees in Microsoft’s performance reviews, which use a scale from 0 to 200 that affects how much they get in stock and cash prizes.
Read the full email of Microsoft managers:
Managers, Thank you for your chest yesterday with unexpected artistic problems. As the customer zero, this was an opportunity to learn and make improvements quickly. Satia also participated in the last employee hall, our success as a company depends on our importance in the 51st year and beyond – in terms of our innovation, the products that we provide, and the impact that we have on our customers and partners. However, our focus remains on enabling high performance to achieve our priorities that extend to security, quality and leading. This focus and the mentality of growth encourages us to excellence, and motivates us to push ourselves through challenges, and enable us to achieve results. Today, we are introducing new and improved tools to help you accelerate high performance and quickly address low performance. Our goal is to create a global consistent and transparent experience for employees and managers (taking into account local laws and consultations). These tools will also help enhance the culture of accountability and growth by enabling you to face performance challenges with clarity and sympathy. Prepare for the manager: FY25 performance, communication and bonuses: Register for a 60 -minute virtual session, facilitating the deeper snorkeling in the Microsoft performance scene. Each session will be explored new for bonuses 25, providing instructions on distinguishing the results of the rewards, and determining the meaning of providing a “great effect”. Next week, you will also see a performance and development for all employees who have more details about communications. Clarity and transparency in rewards: This year, we will ensure more transparency and clarity in the rewards process for managers, including additional guidance for each result of the rewards and showing payment rates to help you make decisions that correspond to our high performance expectations. More reward details will be shared by the end of the month. Performance improvement process: If the employee does not fulfill expectations, you can use a performance improvement plan (PIP), and a global fixed new approach to develop clear expectations and a time schedule for improvement. The employee can accept the improvement plan or choose to move outside the company with the display of the Global Voluntary Convention (GVSA). This performance improvement process is available throughout the year so that you can act quickly to treat performance problems transparently, while providing employee selection. Interior movement update/External Rehabilitation Policy: Employees who hold the results of zero, 60 % and/or/or on PIP will not be active qualified for internal transfers. Former employees who left zero or 60 % bonuses or during/after PIP will not be qualified for rehabilitation up to two years after the end date. Director Excellence initiatives: In addition, in the coming months, we will launch many initiatives to enhance how to manage measures and motivate the difference to provide them to our customers. You will have access to the tools based on the Al -AL scenario designed to help you prepare for constructive or difficult conversations through training in an interactive environment. Thank you for your leadership and commitment to high performance and accountability through your team. This is not only about Microsoft’s success. It comes to your success, the success of your team, the success of our customers, and the preparation of a culture where high -performance teams can flourish and win.
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