Boomerangs…very popular in Australia…and Redmond


On Jobsblog, Jenna posted about a Microsoft employee that left and came back. Last week, at our Silicon Valley Networking event, two of the hiring managers from the BMO team talked about how they left Microsoft and came back too. Mostly, I think that people tried some dot com stuff and decided they like what they had. We don’t have an adversarial relationship with people that leave and try something and want to come back. If they were a great performer, I say welcome!

Comments (2)

  1. TC Loy says:

    Ok, I got misled. haha…I was really thinking about boomerang….the real boomerang. Then I realized that we are on different wavelength.

    Let me tell my story. So my cousins went to school in Australia. When I was back in Singapore, they gave me a boomerang. I went back to USA, I shown a few good friends. We were excited. Albert threw it. We assume that we could pick it up if it did not come back. Well…he threw it high up. well…it got caught way high in an extremely tall pine. So we were not able to get it down. I apologized for digressing on this wavelength.

    Now back to your topic. So there have been people who left Microsoft to start their own dot com. I have read Forbes,"Microsoft’s Midlife Crisis" hmm…how does Microsoft rewards entrepreneurial individuals? enough not to start their own companies? not to leave Microsoft?

  2. HeatherLeigh says:

    I think if it’s something that someone really needs to do, they should do it. There are entrepreneurial opportunities here (lots of start-up groups), but it’s still working at Microsoft. If someone wants to be their own boss, try something different, and assume the financial risk, they should go for it. Each person has to judge what works for them personally. I don’t like the idea of trying to keep people from leaving other than by being an awesome place to work.

    We do reward innovation where it’s part of a job and employee’s contribution; just as we reward other competencies that lead to success in performance. There are an abundance of opportunities to be innovative in many roles (mine included), but that’s really a function of our culture versus trying to keep people from leaving to start up their own companies. A certain amount of turn-over is good as it gives other people an opportunity to move up and try something new. Our turn-over rate is very low compared to the market (I don’t want to quote an exact number as I’m not sure what it is right now), so I don’t perceive any kind of "crisis mode" here.