Carrots+sticks: Google, Microsoft, Meta -Reshic acid Management Management

The message is clear: the era of cumbersome perks and the low responsibility have ended.

Big Tech has a cultural reset by combining generous rewards for high performers – “carrots”, which have increasing consequences for those who do not meet expectations – “sticks”.

In Google, Microsoft and Meta, performance control has become both an incentive engine and weed control, reflecting a broader industry shifting towards lean, more intense jobs.

Google: More prizes for extraordinary

Google raises employees towards higher performance by sweetening the pot to the best co -workers. The company recently updated its performance system review system, allowing more employees to qualify for more performance ratings with larger bonuses and equity grants.

However, these changes are “neutral budget”, which means that the increased benefits of high performers will come at the expense of lower-level estimates-high-profile thrusts with the consequences of those who could intend to rest and send.

Microsoft: giving up or managing

In the meantime, Microsoft triggers a more aggressive “stick” policy. The company now offers a sharp choice for insufficient employees: make a 16-week payment and leave voluntarily or enter the official performance improvement plan (PIP) with defined expectations and deadlines.

Those who enter Pip and fall behind may be abandoned and they cannot pay off. They are also blocked for two years.

This approach is similar to the “Pivot” program of Amazon and signals Microsoft's intention to eliminate the ambiguity of performance standards. Earlier this year, Microsoft graduated from 2000 employees who held low performers without leaving, further emphasizing their meaningless shift.

Meta: Performance Sections and Block Lists

Meta has recently adopted performance -based Culling. The intense review process is now design Approximately 5% of the MEA workforce considered to be the lowest performers.

Business Insider's internal memory at the beginning of this year indicates that the company wants to turn performance-based redundancies into an annual thing that “does not get in-depth friction”.

Adding dumping is the use of meta use of internal “block lists”, which prevent certain former employees from being re -elected. Even the high performers, concentrated in earlier rounds, have returned inexplicably despite the support of the leaders.

Wider shift: pressure rather than perks

These strategies reflect the wider re -calibration in technical culture. As AI investment inserts and Wall Street require efficiency, companies are pushing employees to “do less”.

Technical drivers are explicitly linked to Google Metan with intensity and ruthless filling. Performance estimates are now a make-or break proposal, not just a career checkpoint.

“Carrot” is richer for higher -level workers than ever before. But “sticks” are sharper, more frequent and often final.