microsoft-competing on talent

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Microsoft: Competingon Talent

CASE STUDY

2012

SAROJANI NEUPANE

[Wigan and Leigh,Nepal]



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Microsoft: Competing on Talent (A)

Christopoher A Bartlett

Summary of Case

In summer 1999, a front page article on Wall Street Journal reported that:

“Tired of grueling deadlines, frustrated by the bureaucracy that has accompanied

Microsof t’s explosive growth, or lured away by the boom in high tech start ups, dozensof the company’s most capable leaders, all around 40, have opted out – at least

temporarily….”

Foundations of Microsoft’s human resources philosophies, policies and practices

Recruitment: attracting the best and the brightest

Bill Gates had long recognized that it took exceptional people to write outstanding software. In

the initial stages, they recruited “smart friends” extremely intelligent but not necessarily

experienced, new college graduates.

In 1992, Gates acknowledged that “Take our 20 best people away, and I will tell you that

Microsoft will become an unimportant company”. He considered helping his managers hire the

best of all possible candidates as his greatest accomplishment.

For Gates, acquired knowledge was less important than “smar ts” – the ability to think creatively,and experience was less important than ambition – the drive to get things done. And, to raise the bar continually.

One of the prime responsibility of Steve Ballmer, since he was hired in 1980 as assistant to the

President was recruiting coordinator. Steve’s mantra was:

“We want people who are smart, who work hard, and who get things done”.

Microsoft had a standing policy “If you get a kick-ass guy, get him”

Selection: ensuring that the best gets in

Every candidate had to survive an intense interview process that many found harrowing. Ach

was interviewed by atleast 3, sometimes upto 10 Microsoft employees. The candidates weretested more on their thought processes, problem-solving abilities, and work habits than on

specific knowledge or experience. Indeed the company preferred people who did not have to

unlearn different company values, work habits or technological approaches.



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Interview followed “drill down” approach; subsequent interviews will concentrate on areas thatthe first set found to be weak.

The purpose of interviews was to push the candidates until they failed, to get a full understanding

of both their strengths and their limitations. Only, “hire” or “no hire” recommendations.

Prospective manager interviewed in the end. But, also, a so called “as appropriate” interviewer was also involved so that only good gets in, and not just good people for specific jobs.

Tight control on head count; always n-1 philosophy is followed for staffing requirements.

Steve Ballmer preached that the default decision on a candidate is “no hir e”; unless one canidentify a clear reason why the person should be hired. This helped to keep the bar high, and avery low selection ratio.

A person who is just OK is blocking the seat for some one exceptional; a poor performer getsweeded out, a mediocre might continue to occupy the place.

Work environment: the caffeine culture

Hot house of innovation and hard work.

Software developers dominated the company. Separate office cubicle, that can be done up to

individual tastes. Creating a college like atmosphere. Provide a sense of social belonging.

Values of frugality: salaries were modest. Travel was coach class. No obvious status symbols.

The vision was “a computer on every desk in every home, running on Microsoft software”

Gates worked hard to keep the “small company” feel. He continually restructured the

organization into small units – typically with 30 to 200 people – further dividing these into work groups with responsibility for a product, project or program. So, conscious attempt was to have a

collection of small groups rather than an integrated entity.

The model was not efficient, but effective, stemming from the limited cross unit coordination.

Through out the 1980s and much of 1990s, much of the direction setting, coordination andcontrol was managed by Gates personally. His legendary intellect, high energy involvement and

intensely competitive nature led him to adopt a very hands on style. He saw his role as assessingthe fit and competitiveness of the entire product portfolio and making the tough technology

versus commercial trade offs.

Development through stretch and challenge

There was very limited educational and training opportunities. But, there was may “stretch”

situations. People move to manage 200 people from managing 10 people. This creates either

growth or death.



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People could grow as individual contributors (say as technical gurus) or advance on themanagement track (as a product manager) but obtain same recognition, compensation, and promotion opportunities.

Vertical growth, as well as horizontal growth. For the latter, employees were encouraged to

develop themselves by switching jobs, typically every 2 or 2.5 years.

Experiential learning: Microsoft had a long tradition of promoting people who were in charge of

failed projects – “if you fire the person who failed, you are throwing away the learning.

Mentoring: New hires understood that it was their responsibility to learn from a whole range of

experienced people including team leads, experts, and particularly their formally appointed

mentors, often equally young but more experienced colleagues who took on the primary teachingresponsibility in addition to doing their work.

Review and Reward: the Options driven Engine

Gates believed that employee ownership raised motivation and retention. Key employees were

given equity in lieu of high salaries; a strategy that conserved cash for growth.

A well established linkage between individual performance and reward. Gate’s style of providing

brutal, honest feedback got institutionalized in a process of direct, clear semi annual performance

reviews tied to pay increases, bonus awards, and stock option grants. Setting specific quantifiableobjectives every six months was the norm. Eventually, the acronym SMART was applied to

performance objectives – SPECIFIC, MEASURABLE, ATTAINABLE, RESULTS BASED,

TIME BOUND.

Learning from mistakes, during semi annual reviews. “the disease model of management”

Performance review interactions were soon recognized as one of its best employee developmentforums.

1 to 5 performance scale: 25% received 3.0 or lower, 40% received 3.5, and 35% received 4.0 or higher.

“The beauty of this rigorous review system is that it has become part of the fabric of

Microsoft. People gripe and complain, but our surveys show that employees reallyappreciate that opportunity to reset goals and get a view of how they are doing”.

Most managers reviewed objectives every month or so with each individual, so that employeesavoid performance review surprises and big deviations from the agreed goals.

There were very few 4.5 and only 2 or 3 persons with 5.0 scores across company every year.



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Reward: Merit increases were awarded on the basis of one’s present skills while bonusesrewarded achievements in the immediate past period.

Options were awarded on the future value to and potential at Microsoft.

Public recognition and awards were not widely employed, at least at the higher levels. “We tend

to be very parsimonious with praise around here”.

Microsoft through the 1990s

From small personal start up, it was now a big company, but there was still a desire to hold on to

the underlying people philosophies that many felt were at the heart of the company’s success.

Recruitment: Still viewed as a prime responsibility of everyone in the organization.

“The person being interviewed has to be smarter than half of your group.”

n-1 rule for staffing the projects remained.

By mid 1990s, the campus recruitment vs selection ratio was 50:1. Out of all computer science

graduates of USA (25000), 8000 were shortlisted, and after review, 2600 were targeted for campus interview, and 800 were invited for final interview and 500 were chosen.

Experienced recruits: Needed managers to fuel the growth. A team of 300 recruiting experts

whose job was to identify the industry’s most talented people, build a relationship with them, andeventually attract them to Microsoft. Stalking the talent.

Performance of recruiters: number of “contacts” they maintained (that is, potential recruits), percentage of conversion to staff, and their performance once they joined the company.

Managing culture in the 1990s.

20000 employee level.

Started periodic employee surveys: designing, conducting and interpreting data on organizationalclimate and employee satisfaction.

Job satisfaction was consistently around 80% (compared to 73% in other IT firms and 64% inFortune 500 companies).Attrition rate: 7% in 1998, half than industry average.

Where then is the problem?

Amongst employee who have spent 7 years or more, and in senior positions, attrition was closeto industry average.



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So, in 1997, internal experts developed “Organisational Health Index (OHI).

“With control over compensation largely outsourced to NASDAQ, the work environment

became the biggest retention tool we had to manage…… It is about keeping alive our

entrepreneurial spirit, ability for individual action, and the opportunity to make adifference”.

Steve Ballmer was appointed the President in 1998. Staff strength was then 30000. He conducted

one to one interviews with a cross section of 100 employees. And concluded that the company

needed two things:

A greater sense of clarity and excitement about the company’s direction, and

More freedom to act without bureaucracy or red tape.

Accordingly, he proposed and the company changed its vision: “to empower people to do anything

they want, any place they want, and on any device”. His second priority was to develop leaderscapable of clearing the obstacles, making decisions quickly, and defining clear goals. His

conclusion was that top management have to push authority down and replace it’s traditional hands

on control with coaching – what he termed “turning over the keys”.

OHI measures, using 19 carefully selected employee survey questions designed to correlate

directly to a person’s intent to stay at Microsoft, was implemented in the fall of 1998. The OHIdata was tabulated and index created for each VP. Ballmer insisted that all VPs make OHI focus of

their first slide in their annual business review meeting.

Development in the 1990s.

One of the constraints being faced: lack of sufficient capable managers and leaders.

So, the company decided to put on more effort on leadership and management development.

From “Darwinian approach to leadership development (happen chance) to formal leadership

development programmes.

Chief Operating Officer, Robert Herbold, recruited from P&G, where leadership development is

taken very seriously, convinced top executives to review Microsof t’s key people more

systematically.

A formal approach was developed – a combination of career planning, early identification and job

slotting programme.

From internal research, it was concluded that about 70% of a person’s development came from the

job they were currently in; 20% came from mentoring relationships, and 10% from formal training programmes.

One senior executive explained about Ballmer:



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“He is not interested in HR. He is interested in “Do I have the right people in the right placesmaking the right decisions for the company?”

Review and Reward in 1990s

“Microsofties wear golden handcuffs. They are the stock options that vest each year ”.

“Sometimes I feel like I am running a volunteer organization”. Said one VP.

As the company grew, one major concern was the noticeable decrease in the understanding of whatit took to succeed at Microsoft. As a result, around 1994, the company set out to identify the coreskills, capabilities and values that were dear to old timers and those at the top, but less visible to

new comers or those deeper in the organization.

To develop the “competency model” HR specialists asked 50 old timers to describe what madeMicrosoft successful. About 110 value ideas were identified, from which six “success factors”

were freezed: taking a long term approach to people and technology; getting results;

individual excellence; a passion for products and technology; customer feedback; and

teamwork. Some were widely understood; but the last two were more recently emphasized values

and tended to be more aspirational. For successful implementation of these six core values, a set of

29 individual competencies were developed; with each one described behaviorally at four differentlevels of performance. These competencies, printed on cards, became the tool kit for performance

review process, recruitment interviews, career development sessions, etc. There is a continued

demand for the cards by managers.

Salary was moved from 50th

percentile of the industry to 65th

percentile. The number of non

executive ladder levels were increased from 12 to 22 to reward high performers more frequently

with promotions.

Protecting the Past, Building the Future

Work life balance: Ballmer is advocating this.People who were hired for their drive and passion didn’t easily rebalance their lives.

Reality of business was such that there would always be pressures, deadlines, and demands that

required extraordinary effort.

But, would any significant softening of the company’s hard core macho culture compromise the

very heart of its competitive advantage. “It is a very delicate balance”.



Requirements: 1. Case should be presented in Analytical way; positive aspects as well as negative aspects

as per the students understanding.

2. Student should make Power Point Presentation along with the documented report in

group of two.

3. Student should focus on the learning from course (Talent Acquisition) after solving thecase. It includes extension of Assignment B.

a. Vacancy Positing (choosing the proper channel) b. Collection of CVs, Short listing

c. Interview Plan

d. Selection of best candidatese. Induction Program

Students should prepare elaborative and analytical aspects of Talent Acquisition based on Point

no. 3.



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Overview

Microsoft greatly impacted the way people around the world used computers, and created the

goal for every desk in every home to have a computer. A large part of their plan to accomplish

this goal was through hiring the smartest and most motivated employees. Steve Ballmer, the

company’s COO, was quoted as saying “We want smart people, who work hard, and who get

things done.#” To get the best employees, you have to offer the candidate something enticing.

Microsoft saw their benefit as giving employees the opportunity to change the way people live

and do business, and in turn, change the world. They recruited from the top schools, and when

they saw a candidate they liked, they got them. Microsoft was an intense culture, who pushed

their employees to be the best. However, as Microsoft matured and experience changes in their

company due to explosive growth, they found it increasingly hard to and retain and motivate the

extraordinary people that had worked their way up to senior levels within the company.

In Microsoft’s early days, they experienced the benefits of being one of the leaders in technology

advancement. One of their best attributes was their reputation that made it appealing to top

new developer candidates. Microsoft preferred creative, smart and motivated individuals to

experienced and knowledgeable candidates when recruiting for new hires. They therefore

recruited the top talent of top universities like Harvard, MIT and Yale. They looked for individuals

that were not afraid of working long hours and under demanding constraints. They pushed their

employees to the limit. Their “n minus 1” philosophy was an example of this by having one less

employee than the work really required. Developers were also given stretch assignments that

tested their ability to “sink or swim” in situations that were beyond what they may have been

ready to handle at the current stage in their career.

Recruitment and Selection

Beginning from its initial days, Microsoft has believed in recruiting extremely intelligent staff,

favouring intelligence over experience. Co‐founders Bill Gates and Paul Allen shared a preference

for hiring extremely intelligent, not necessarily experienced, new college graduates dated from

Microsoft’s start‐up days. Microsoft’s recruitment strategies reflect their philosophy – Microsoft

is an aggressive recruiter and is often the first company to offer jobs to elite graduates at

campuses and career fairs across the world.

At the beginning, the recruitment strategies at Microsoft included sourcing people from the elite

educational facilities such as Harvard, Yale, MIT, Carnegie‐Melon and Stanford. Microsoft

recruiters would visit these universities “in search of the most brilliant, driven students”.

Experience was not required and it was in fact, preferred that new employees had no experience.

The selected recruits would undergo a selection process which was focussed more on problem

solving and thought‐process & composure‐testing exercises rather than the actual technical

interviews. This interviewing process was seen as one which would push the interviewees to the

limit of their creative and analytic abilities rather than their familiarity with a computer

programming language. The importance of hiring the right people is also shown in Microsoft’s ‘n



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minus 1’ strategy which means less people are employed than are required. This policy reinforces

that hiring the right people is more important than hiring just to fill a position.

Microsoft retains the same basic principles as they have expanded but had to change their

methods when the number of new employees required could no longer be sourced only from

universities. The recruiting practices continue to be active rather than passive, with Microsoft

‘head hunting’ the best staff. These staff are found, monitored and recruited from other

companies by over 300 recruiting experts. These staffs actively recruit suitable employees and

focus on the right type of person rather than the right type of skill level Microsoft uses human

resources for competitive advantage, basing its success on having the very best people in the

industry and inspiring them to be the best. It is this that leads to Microsoft’s unique recruitment

practices.

What is most crucial here is that Microsoft’s recruitment practices meet its human resource

needs. It is an important sign of the focused approach of Microsoft, with its actions always leading

towards its ultimate goals. Some important factors to be considered in recruiting staff include

that the recruiter should be from the same functional area and that candidates should not be

deceived about the negative elements of a job. The interview process at Microsoft reflects this

with the new employee being interviewed by the manager. The recruitment process also goes

further than just informing the employee about the negative aspects, instead the recruitment

process actually tests the employee on the negative aspects, putting them under the same type of

pressure they would be put under on the job.

Motivation

The key to supporting the motivation of your employee is to understand what motivates each of

them. While the recruitment and selection process at Microsoft aims to employ people who will

be motivated by the environment they are provided, the HR department at Microsoft takes great

care to understand such needs and try fulfilling them for the employees. Opportunity and

environment to allow the employees to progress and self develop is a part of the work culturethat the HR staff is expected to adhere to. The fit between employee and organization is

important to motivation and this is what Microsoft ensures. Microsoft ensures that the goals of

the organization are understood via its strong culture and by employees being clearly aware of

what is required of them.

Motivation can be described as providing a work environment in which individual needs become

satisfied through efforts that also serve organizational objectives. Microsoft achieves this by

incorporating their goals into their human resource management programs. The people recruited

and the systems within the organization all serve to motivate the type of people that Microsoft

values.



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Employee motivation can also be related to Maslow’s hierarchy of needs theory. This theory has

the top level of the needs theory as self‐actualization28 needs, which is a person`s need to be

self‐fulfilled. Maslow describes that the way to achieve this is to “provide people with

opportunities to grow, be creative, and acquire training for challenging assignments and

advancement”. This is exactly what Microsoft provides for its staff and also exactly what it

expects, for them to be the very best they can be. The link can also be seen here between the

type of people that are employed and what is expected. Microsoft hires the very best people, for

these people to achieve self‐actualization they need to be pushed harder than most and given

greater opportunity to achieve than most.

Satisfaction and Loyalty

Microsoft attempts to cater to the needs of its employees by recognizing that the majority

workforce comprises fresh graduates just out of college. This is the premise behind Microsoftsetting up its offices as ‘campuses’ rather than pla in workspace and parking space setting that

was the norm before Microsoft. The environment it provides also includes every employee being

free to decorate their office as they please; and the provision of subsidized food and drink.

Employee satisfaction was also afforded by the opportunity for growth, development also

occurred by encouraging horizontal transfers, and employees were encouraged to develop

themselves by switching jobs. Top management is required to coach lower levels and assisting in

their development. These practices are designed to increase employee satisfaction and

commitment to the organization, while maintaining the same spirit the small company began

with.

This program, which was initiated during the early 1990s during the recession, also became

known as ‘turning over the keys’. The premise at that time was to retain the talented employees

and keep them motivated by offering them new areas of learning and self development. In the

hindsight, however, this was a unique exercise of employee empowerment and succession

planning, where the mentor would teach the protégé the skills and fineries of a position before

moving on to the next position and leaving a worthy successor.

For many organizations, empowering employees is seen as a relatively new approach to handling

and motivating employees – one which requires gradual changes to the corporate government

and the work culture. However, in case of Microsoft, it can be seen as an inverted view – wherein

the idea of employee empowerment was an inherently intrinsic part of the work culture since its

inception.

Three aspects of tasks that affect job satisfaction are job complexity, degree of physical strain and

perceived value of the task. Microsoft manages this by providing the high complexity high

achievers require and by ensuring the perceived value of the task is high. This high value is

communicated via the high‐achieving culture the company maintains.



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This issue can also be looked at in terms of an employee’s role. There are three factors associated

with roles – role ambiguity, role conflict and role overload. Role ambiguity is kept low by

Microsoft because of the consistency in the culture and in what is required; role conflict is also

kept low due to clear goals and objectives; Role overload is kept high, with employees pushed to

their limits. In most organizations this would be a concern, but Microsoft’s awareness of this

means that they specifically seek employees who will react well with role overload. jobs and felt

like they were changing the world. It also created natural work units consisting of 30 to 200

people, which again were divided into work groups. This clarified the task identity and task

significance for the employees. Microsoft gave autonomy to these work groups, so that they

could decide when to start to work or when to play volleyball. Horizontal transfers helped

personal growth through job switching. Key people were allocated from one project to another

which accelerated training and development process by increasing skill variety. The employees

were not discouraged by the fear of failure since in the organizational culture of Microsoft, failure

was considered as a part of learning curve. Even the brutal criticisms by Bill Gates became a

source of motivation...

Rewards:

As an organization, Microsoft still follows the firm belief of its followers in linking employee

ownership with employee motivation and retention. Critical to this is the link between individual

performance and reward, with semi‐annual performance reviews linked to pay increases, bonus

awards and stock options. The formal review system also includes more common evaluations by

managers to ensure no unexpected deviations. The system also includes the process of

employees evaluating themselves, these self‐evaluations then being sent to the manager who

does their own evaluation. The employee and manager then meet to discuss the review.

In terms of performance, employees are measured against specific measurable goals, usually

termed as SMART goalsunder Organizational Behaviour Terminology ‐ Specific, Measurable,

Attainable, Results‐based, and Time‐bound.

Stock options awards are based on whether the employee is considered a long‐term asset of the

company and awarded on this basis. This is an important symbol of Microsoft’s commitment to

retaining good employees. In ‘Ideas That Will Shape the Future of Management Practice’ humanresources is described as being the way of the future with it being argued that we will see a more

mature articulation of the importance of people as a firm’s only sustainable competitive

advantage. The change is described as giving high reward for high performance with the focus on

a partnership. Microsoft recognizes the importance of its people and this is reflected in the

reward systems, in the sense that not only current achievements are rewarded but also rewarded

are stocks to those employees that are seen as valuable future assets of the company. This can be

seen as a prime example of the focus on a partnership that Microsoft aims to foster with its

employees.



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Important to the reward system is also the fact that there are two reward paths available, one for

those following the technical path and one for those following the management path. The skills of

employees can be divided into three areas: conceptual skills, human skills and technical skills.

Typically, conceptual skills become more required and technical skills less required as one moves

up the corporate ladder. Microsoft is a company valuing technical skills, due to the nature of its

product. In most organizations, employees with conceptual skills would be rewarded by moving

up the corporate ladder, while those with technical skills would not advance. Microsoft, however,

offers two advancement paths – allowing those with technical skills to advance as technical

experts, just as those with conceptual skills advance as managers.

Reward systems are an important part of organizational culture; they communicate to employees

what is valued by the organization. By having these two reward systems, Microsoft effectively

communicates that both sets of skills are valued. This is also an important sign of Microsoft’s

consistency. They recruit people for technical ability and so not rewarding for it would be

dissatisfying to employees.



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Advantages Disadvantages

Recruitment

Open opportunities to new talent. Ignores the experienced people from

the industry.

Opens door for new and creative ideas. Ignores the dependable and loyal

group of people.

Require high supervision. Ignores the group who need little

supervision and motivation to do the

task.

Lack of experience in satisfying

customer and solving problems.

Ignores the manpower who have years

of experience in satisfying customer

and solving problems.

New and innovative ideas. More recruitment and retention cost.

Selection: Only best candidate gets selected. takes long time, energy and money

Work environment:

Easy control over small group of

people.

High cost

Easy correspondence within the team. Highly depended on team member.

Review and Reward

Helps to motivate the team. Individual focus more on personal goal

than that of the company.

a. Vacancy Posting (choosing the proper channel): Arrangement in which a firm posts a list

of open positions (with their descriptions and requirements) so that the eligible

candidates may apply.

b. Collection of CVs, short listing: Second step is to collect the CVs that have been received

from the applicants and start studying them. Once the CVs are studied and evaluated, theappropriate ones are short listed.

c. Selection of best candidate: Short listed candidates are called for interview. Interviews can

be conducted in several rounds and ways. Once the interview is taken, the best candidate

for the post is selected.

d. Induction program: The selected candidate for the post is taken for induction program

which means making the candidate familiar about the company, its philosophies, and

other principles.

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