Internal Microsoft employee surveys reveal how sentiment is changing inside the software giant

• Microsoft internally released results of surveys measuring employee sentiment in a memo.
• The company has increased performance pressure on staff and a overhauled its HR operation.
• Employees are feeling "uncertainty and pressure" in a time of "intense" change, the memo said.

Microsoft employees are feeling more "energized" and "empowered" to do meaningful work, and worse about coaching, feedback, and motivation from managers.

That's according to a recent internal memo that highlights the results of the company's latest employee surveys.

In the memo, Microsoft Chief People Officer Amy Coleman shared what she called the "top strengths" and "top opportunities" from employee surveys.

The company has increased performance pressure on staff in recent quarters. It's also overhauled the HR organization responsible for pay and promotion policies, and offered a buyout for some employees who want to retire.

"While much of this feedback is encouraging, I also know we are in a time of intense and exciting change. Many of you shared feelings of uncertainty and pressure as the work evolves," Coleman wrote in the memo, which was viewed Business Insider.

"The leadership team and I hear that, and we're committed to being more transparent, communicating more frequently, and giving context wherever we can," she added.

Employee Signals

In Microsoft's twice-yearly "Employee Signals" survey, employees responded most favorably to the following questions:

• I prioritize addressing security challenges in my role: 88 (+1 compared to the last survey)
• I feel included in my team: 86 (+1)
• My team acts in ways that reflect Microsoft's culture: 86 (new question)

And least favorably to the following:

• I have opportunities to broaden my experience in my current role: 79 (new question)
• I have what I need to be productive in today's work environment: 80 (+4 compared to the previous survey)
• I see a clear link between my work and my org's objective: 81 (new question)

Managers and leaders

In a separate annual survey focused on managers and leaders, 85% of employees answered favorably to a question about whether they're confident in their manager's overall effectiveness, the same percentage as the previous survey.

Employees responded most favorably to the following:

• (Manager's name) embraces new challenges to drive innovative solutions: 86 (+1 compared to previous survey)
• (Manager's name) creates an inclusive environment where everyone can do their best work: 86 (-1)
• (Manager's name) invites different perspectives and works to align our team: 85 (0)

And least favorably to the following:

• (Manager's name) coaches me through challenges in my day-to-day work: 76 (-5 compared to the last survey)
• (Manager's name) gives clear feedback to help me improve: 79 (-4)
• (Manager's name) motivates me to do my best work: 82 (-2)

Microsoft declined to comment.

Read the full memo:

My goal is to have an ongoing, open conversation with you about what it's like to work at Microsoft. Today's post is part of that, sharing what we're seeing in our H2 Employee Signals results so we can have a dialogue about what's most important to you.

Your day-to-day experience matters, and so much of it is shaped by your manager and leader. At the same time, I want to be transparent about how things are feeling across Microsoft - what's working, where we're making progress, and where we still have more to do.

Thank you to the 71% of you who took part in Employee Signals and shared nearly 265,000 comments. It helps us better understand where we are as a company right now.

What the data is telling us

Our Thriving score, feeling energized and empowered while doing meaningful work, rose 3 points to 79, with consistent progress across every element.

• Top strengths: A sharp focus on addressing security challenges, feeling included on teams, and teams working in ways that reflect our culture. When asked what helps you do your best work, comments pointed to empowerment, teamwork, culture, communication, and customer focus.
• Top opportunities: Expanding experiences in role, making sure you have what you need to be productive in today's work environment, and more clearly connecting your work to broader org objectives. Comments surfaced challenges around strategy, communication, processes, customer focus, and speed of execution.

While much of this feedback is encouraging, I also know we are in a time of intense and exciting change. Many of you shared feelings of uncertainty and pressure as the work evolves. The leadership team and I hear that, and we're committed to being more transparent, communicating more frequently, and giving context wherever we can.

Manager and Leader Signals

In April, many of you leveraged our annual Manager and Leader Signals survey to share feedback with your manager and skip-level leader to help them grow.

Highlights include:

• Confidence in your manager remained strong at 85.
• The top strength for our managers is embracing new challenges to drive innovative solutions. At the same time, one of our biggest opportunities is strengthening how managers coach and support others through their day-to-day challenges.
• Nearly 368,000 comments recognized strengths in clarity, empowerment, and driving results, while also pointing to opportunities around transparency, communication, and career development.

Thanks again for sharing your feedback.

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