Microsoft has long been a beacon of innovation, strategy, and accountability in business. Recently, the tech giant confirmed a round of performance-based job cuts, reinforcing its commitment to high-performance talent and accountability.
Microsoft’s spokesperson succinctly stated, “We are always working on helping people learn and grow. When people are not performing, we take the appropriate action.” This bold stance serves as a crucial reminder for managers everywhere: managing performance is not just a task—it’s a fundamental responsibility.
Communicate Performance Expectations
One of the most critical elements of performance management is setting clear, actionable expectations. Employees cannot meet standards they don’t understand. Managers must:
- Define Performance Metrics: Clearly outline what success looks like for each role.
- Set Realistic Goals: Align individual objectives with organizational priorities.
- Be Transparent: Share how individual performance impacts team and company outcomes.
When expectations are clearly communicated, employees are empowered to take ownership of their roles and responsibilities. Microsoft’s focus on high-performance talent underscores the value of setting and upholding these standards.
Frequent Check-Ins: The Key to Accountability
Regular one-on-ones and weekly check-ins are essential for reinforcing expectations and providing feedback. These conversations create opportunities to:
- Discuss Progress: Evaluate how employees are performing against expectations.
- Identify Obstacles: Address challenges and provide support to overcome them.
- Celebrate Wins: Acknowledge achievements to boost morale and engagement.
Microsoft’s approach to “help people learn and grow” highlights the dual role of these discussions: fostering development while ensuring accountability. Without these frequent touchpoints, small performance issues can grow into significant problems, leading to outcomes as severe as job cuts.
Managers Need to Perform Too
Managers should remember that their performance is evaluated based on their ability to lead and manage effectively. Failing to hold team members accountable can reflect poorly on a manager’s performance. If left unchecked, they could be included in performance management actions. Consider these points:
- Your Team’s Success Is Your Success: A manager’s role is to enable their team to thrive. If employees are not meeting expectations, the manager’s leadership may come into question.
- Accountability Goes Both Ways: By neglecting to address performance issues, managers risk creating a culture of complacency that can jeopardize the entire team’s effectiveness.
- Performance Management as a Safeguard: Proactively addressing performance challenges protects the team’s output and the manager’s standing within the organization.
Performance Accountability Is Non-Negotiable
Microsoft’s decision to cut underperforming employees, even when they represent less than 1% of its workforce, is a testament to its commitment to excellence. This strategy ensures the company remains focused on its goals while also serving as a wake-up call to managers and employees alike.
Incorporating performance management as a core practice can help managers:
- Improve overall team performance.
- Enhance employee satisfaction through clarity and growth opportunities.
- Protect their own career trajectory by demonstrating strong leadership.
The Bottom Line
Managers must recognize that performance management is not optional but an integral part of their role. By following Microsoft’s lead, managers can create a culture of accountability, drive higher performance, and safeguard their own careers. The stakes are high—both for employees and the managers who lead them—but the rewards of effective performance management are worth the effort.
Start today by clarifying expectations, holding regular check-ins, and ensuring accountability at every level. Your team’s success—and your own—depends on it.
