Ett tag var det bara kuddrum, gratisluncher och bollhav på techbolag men nu har de stramat upp sig. När riskkapitalet torkade upp för ett par år sedan blev det effektivitet och framförallt lönsamhet som hamnade i första rummet. Många techbolag började säga upp personal för att få till siffrorna på sista raden.
Men techarbetarna har inte bara blivit färre, nu tvingas de vara mer effektiva också. När Facebook-ägaren Meta sparkade tusentals anställda tidigare i år fokuserade de på vad som kallades lågpresterande arbetare.
Nu har ett internt mejl från ett annat techbolag, Microsoft, läckts till tidningen Business Insider där bolagets nya riktlinjer för att sätta press på personalen avslöjas. Ett av verktygen som cheferna har fått är ett nytt sätt att bli av med anställda som underpresterar. Om en anställd inte uppfyller kraven från arbetsgivaren utformas en plan. Den anställde kan antingen välja att följa den eller att lämna bolaget. De som slutar får inte återanställas inom två år och de som jobbar enligt planen får inte byta position inom Microsoft.
Hela mejlet, som skickades till de anställda, kan du läsa nedan.
Managers,
Thank you for your patience yesterday with the unexpected technical product issues. As customer zero, this was an opportunity to learn and quickly make improvements.
As Satya shared at the recent Employee Town Hall, our success as a company depends on our relevance in year 51 and beyond - in terms of our innovation, the products we deliver, and the impact we have for our customers and partners. With that, our focus remains on enabling high performance to achieve our priorities spanning security, quality, and leading Al. This focus and our growth mindset encourage excellence, motivates us to push ourselves through challenges, and enables us to deliver results.
Today, we're rolling out new and enhanced tools to help you accelerate high performance and swiftly address low performance. Our goal is to create a globally consistent and transparent experience for employees and managers (subject to local laws and consultation). These tools will also help foster a culture of accountability and growth by enabling you to address performance challenges with clarity and empathy.
Manager Readiness: FY25 Performance, Connect and Rewards: Register for a 60-minute virtual, facilitated session to dive deeper into the performance landscape at Microsoft. Each session will explore what's new for FY25 rewards, provide guidance on differentiating rewards outcomes, and define what it means to deliver "significant impact." Next week, you'll also see a mail from Performance and Development to all employees with more details on Connects.
Clarity and Transparency in Rewards: This year, we'll ensure more transparency and clarity in the Rewards process for managers including additional guidance for each rewards outcome and showing payout percentages to help you make decisions that align with our high-performance expectations. More Rewards details will be shared by the end of the month.
Performance Improvement Process: If an employee is not meeting expectations, you can use the Performance Improvement Plan (PIP), a new globally consistent approach to set clear expectations and a timeline for improvement. The employee can accept the improvement plan or choose to transition out of the company with the offer of a Global Voluntary Separation Agreement (GVSA). This performance improvement process is available year-round so you can act quickly to transparently address performance issues, while offering employees choice.
Updated Internal Movement/External Rehire Policy: Employees with zero and 60% Rewards outcomes and/or on an active PIP will not be eligible for internal transfers. Former employees who left with zero or 60% Rewards or during/after a PIP will not be eligible for rehire until two years after their termination date.
Manager Excellence Initiatives: Additionally, in the coming months, we'll launch several initiatives to strengthen how we measures manage, and motivate teams to deliver for our customers. You'll have access to scenario-based, Al-supported tools designed to help you prepare for constructive or challenging conversations by practicing in an interactive environment.
Thank you for your leadership and commitment to driving high performance and accountability across your team. This isn't just about Microsoft's success. This is about your success, your team's success, our customers' success, and together, fostering a culture where high-performing, winning teams can thrive.