Microsoft offers employees who are considered to be low -performance people, a new option: accept payment and leave or risk termination of the contract as part of the plan to improve results.
In the internal message sent to Microsoft managers, a new “globally coherent” plan to improve the results was revealed, which contains “clear expectations and schedule of improvement”.
Employees who will be covered by the plan can choose a performance improvement program (PIP) or accept a “global contract voluntary termination of employment” (GVSA).
“This process of improving results is available all year round, which allows you to quickly and clearly solve performance problems, while giving employees a choice” – is a fragment of messages from Amy Coleman, a new director of human resources Microsoft.
Another Microsoft internal document, which BI reached, informs that the payment for employees will be the equivalent of 16 weeks of salary. Employees have five days to make a decision which option they choose. If they decide to start PIP, the offer ceases to apply.
The new PIP system may operate differently outside the USA, due to various legal provisions in other countries. Microsoft refused to comment on this matter.
Similarities to Pivot
Microsoft's approach is similar to the Pivot Amazon program, which offers PIP or payment if the employee decides to leave.
Business Insider broadly reported Pivot, which is a central element of the Amazon results evaluation system, which some employees consider to be designed to implement the amounts of dismissals, not to improve professional results.
Amazon defended his system in the past. In 2021, the company assured BI that it offers managers “tools that help employees improve their results and develop in their career”. Added: “This includes resources for employees who do not meet expectations and may require additional support.”
Less reduced tariff
Recent changes occur when Microsoft, as well as the entire technology industry, moves towards more severe expectations regarding the results of work and reducing the reduced tariff.
At the beginning of this year, Microsoft released 2,000 employees recognized as inefficient, without paying them severance pay.
Leaders in at least some company departments are already considering further cuts resulting from performance. They think about releasing middle -level managers and increasing the participation of programmers in projects, at the expense of employees who are not programmers.
