Microsoft employed about 100,000 folks instantly previous to its acquisition of Nokia’s smartphone enterprise. That’s the employment quantity the company studies publicly — the “blue badges” who make up the core of its workforce.
However along with these staff, greater than 71,000 labored with Microsoft as “orange badges” — contractors, distributors and different contingent employees who do a ton of labor within the trenches. That is the “shadow workforce,” a quantity that Microsoft doesn’t embrace in its public employment figures.
That estimate, from an individual with entry to the info, offers a way for a way giant Microsoft’s contingent workforce has grow to be — greater than two-thirds the dimensions of its direct worker base. And it helps to clarify why the company’s new restrictions on a lot of these contingent employees signify such a important change.
As reported by GeekWire last week, the company quietly despatched a memo to contracting corporations on Friday outlining a brand new coverage by which all contingent employees can be prevented from accessing its buildings and community for a interval of six months after each 18-month interval by which they carry out work for the company. Theoretically somebody may be capable of proceed working even with out that entry, however in lots of instances it gained’t be doable.
It’s the newest in a collection of main inner changes on the company over the previous 18 months. The transfer follows Microsoft CEO Satya Nadella’s announcement final week that the company will cut 18,000 direct employees, or 14% of its reported workforce, in its largest layoff ever — taking a big chunk out of the Nokia enterprise and streamlining Microsoft’s engineering groups.
I’ve been speaking in regards to the contractor coverage change with quite a lot of folks — together with present and former staff and distributors — and the consensus is that the brand new coverage is a elementary shift in how Microsoft approaches its workforce.
The company says the intent of the coverage change is just to “higher shield our Microsoft IP and confidential data” by limiting entry. But when the contingent employees is Microsoft’s shadow workforce, these changes really feel to many individuals like a shadow layoff — a approach to quietly minimize prices by going past the publicly introduced layoffs of direct Microsoft staff.
One instance: Kevin Turner, Microsoft’s chief working officer, mentioned in a memo to the company’s gross sales and advertising and marketing teams final week that the plan is to “cut back our reliance on contingent employees augmentation by over 20 p.c year-over-year” in that a part of the company, according to Mary Jo Foley of ZDNet.
Microsoft has two major types of contingent employees, provided by third-party corporations: “a-dash” momentary employees who’ve historically taken a 100-day break after yearly on the job; and “v-dash” distributors who can work indefinitely on longer-term assignments.
Some groups are identified to rent giant variety of distributors, reasonably than direct staff, as a method of getting round inner headcount restrictions. One other widespread method is to determine methods to rent folks as v-dash reasonably than a-dash, avoiding the time constraints.
It’s not unusual to listen to about distributors working in the identical place inside the company for a lot of years, in some instances outlasting the blue badges of their teams. Squadrons of v-dash employees might be discovered at Microsoft in positions resembling undertaking supervisor, principal guide, advertising and marketing guide, and so forth.
In making the coverage change, one threat is that Microsoft will see years of institutional data stroll out the door after 18 months, maybe to not return.
“I had some people that stayed in a single group for nearly 4 years however they had been actually employees augmentation,” one former govt for a vendor agency informed me.
The manager defined, “They did this as a result of budgets had been getting squeezed and GPG (Microsoft’s World Procurement Group) needed them to make use of a-dash. However Microsoft undertaking sponsors knew the data was with the v-dash assets. So they might handle the people instantly as a substitute of doing it project-based by means of the Vendor. Everybody was discovering loopholes.”
V-dash employees are employed by quite a lot of third-party distributors, together with giant consulting corporations like KPMG, CapGemini and Accenture. For these corporations and the contract employees on indefinite assignments at the company, the world simply modified.
The brand new limits promise to make Microsoft teams suppose twice about utilizing distributors for these kinds of long-term roles. Some present and former staff I spoke with welcomed the change, calling it a much-needed transfer to fight “bloat” on Microsoft groups.
The transfer additionally places Microsoft’s a-dash momentary employees on extra equal footing with the v-dash distributors. The new coverage applies the 18-months-on, 6-months-off rule to a-dash employees, which could be seen as higher than their previous one-year-on, 100-days-off rule of the previous.
One former Microsoft worker who has tracked the problem intently welcomed this transfer as a blow to Microsoft’s three-tiered office hierarchy of blue badges, v-dash and a-dash employees — a construction often criticized for creating administration inefficiencies, lifeless weight and cultural challenges.
However the company may be being extra pragmatic than that.
Pradeep Chauhan, a former Microsoft enterprise growth supervisor and the founding father of the OnContracting jobs marketplace for tech contractors, explains in this blog post that Microsoft could also be addressing the authorized legal responsibility that comes from using distributors on contract for lengthy intervals of time. (This “co-employment risk,” because it’s known as, can price corporations a number of cash if contractors are deemed eligible for advantages acquired by direct staff.)
The transfer additionally advantages the company by “empowering” the a-dash program, Chauhan writes. He explains, “For Microsoft, a-dash assignments are a lot simpler to regulate rate-wise as they’re crammed by means of open competitors amongst most popular distributors by means of their Managed Service Supplier program.”
Explaining how this impacts the job market, Chauhan writes, “A lot of native consultants and unbiased contractors that relied on v-dash consulting gigs at Microsoft can be affected by eligibility now. The extra skilled ones can’t afford synthetic breaks of 6 months inflicting them to seek out work elsewhere or elevating their charges to cowl the downtime.”
The coverage is only for employees within the U.S., and doesn’t apply to abroad contracting, however Chauhan notes that the change is particularly dangerous for v-dash employees within the U.S. who’re right here on H-1B visas, who would want to seek out different assignments.
Wall Road analysts are additionally watching the scenario intently. Rick Sherlund of Nomura Analysis wrote this morning that the associated fee financial savings introduced by Microsoft by means of its layoffs at Nokia and its major workforce will not be as giant as traders would have hoped. That could enhance the stress on the company to chop prices elsewhere.
Microsoft studies earnings Tuesday afternoon, and Sherlund predicts that the company could have extra to say on the subject of its “shadow workforce” of contractors throughout its convention name with analysts.
Click here to read the full Microsoft memo to vendor corporations, outlining the brand new coverage for community and constructing entry.