![]() Microsoft's approval rating so far for 2016 was 10 percent above the industry average, beating out Apple for the first time since UBS began tracking employee sentiment in 2012.īusiness Insider reported that Microsoft had seen a massive improvement in chief executive approval since Satya Nadella took over in 2014. "The overall results are supportive of our thesis that has once again become a destination for top tech talent, with annual ratings consistently improving and ahead of peers," UBS analyst Brent Thill said. Market analyst UBS used data from recruitment website Glassdoor to track approval, opportunities for career advancement and overall business outlook from 9000 Microsoft employees and 1000 LinkedIn employees. There is nothing we cannot accomplish when we work together as One Microsoft.Microsoft has overtaken Apple in employee happiness for the first time since 2012. Coming together in this way will reaffirm Microsoft as one of the greatest places to work in the world. I’m excited about this new approach that’s supported by the Senior Leadership Team and my HR Leadership Team, and I hope you are too. ![]() We are also briefing managers and will continue to provide them with resources to answer questions and support you as we transition to this approach. We will transition starting today, and you will hear from your leadership in the coming days about next steps for how the transition will look in your business. I look forward to sharing more detail with you at the Town Hall, and to bringing the new approach to life with leaders across the company. Our new approach will make it easier for managers and leaders to allocate rewards in a manner that reflects the unique contributions of their employees and teams. Just like any other company with a defined budget for compensation, we will continue to need to make decisions about how to allocate annual rewards. And we will continue to ensure that our employees who make the most impact to the business will receive truly great compensation. We will continue to align our rewards to the fiscal year, so there will be no change in timing for your rewards conversation with your manager, or when rewards are paid. This will let us focus on what matters – having a deeper understanding of the impact we’ve made and our opportunities to grow and improve. Managers and leaders will have flexibility to allocate rewards in the manner that best reflects the performance of their teams and individuals, as long as they stay within their compensation budget.
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