At the center of the cultural problems was a management system called “stack ranking.” Every current and former Microsoft employee I interviewed—every one—cited stack ranking as the most destructive process inside of Microsoft, something that drove out untold numbers of employees. The system—also referred to as “the performance model,” “the bell curve,” or just “the employee review”—has, with certain variations over the years, worked like this: every unit was forced to declare a certain percentage of employees as top performers, then good performers, then average, then below average, then poor.
“If you were on a team of 10 people, you walked in the first day knowing that, no matter how good everyone was, two people were going to get a great review, seven were going to get mediocre reviews, and one was going to get a terrible review,” said a former software developer. “It leads to employees focusing on competing with each other rather than competing with other companies.”
L’article contient quelques inexactitudes techniques, donc je ne sais quel crédit lui accorder en ce concerne les passages sur l’organisation de la boîte, mais ce n’est pas la première fois que je lis ce genre d’histoires à propos de l’organisation de MSFT.
Depending on the time of day, the French go either way.
# Microsoft’s Lost Decade
Posté par Frank-N-Furter . En réponse au journal Microsoft est-il en train de se suicider ?. Évalué à 4.
http://www.vanityfair.com/business/2012/08/microsoft-lost-mojo-steve-ballmer
L’article contient quelques inexactitudes techniques, donc je ne sais quel crédit lui accorder en ce concerne les passages sur l’organisation de la boîte, mais ce n’est pas la première fois que je lis ce genre d’histoires à propos de l’organisation de MSFT.
Depending on the time of day, the French go either way.