A culture of togetherness

When imagining the structure of Microsoft and attitudes between employees, I presumed it would be hierarchical with a really strict corporate structure. I thought every employee would have their place within the pecking order. But I could not have been more wrong.

The relationships I saw were that of a team, or even a family. Microsoft has adopted a culture which places employee’s comfort centrally. Employees are told to “come as they are and do what they love”. There’s no dress code. Instead, employees have the chance to visualise individualism and are given the freedom to truly be themselves.

I pictured the whole building to be siloed into different departments with each team being very separate. I imagined the HR team to be in an isolated, closed off space due to the sensitivity of the work involved. However, what I saw when arriving on my first day was an open and inviting space. This embodies the message that a space can be both confidential, but without the need for barriers.

As an external visitor, I felt the physicality of the building was reflective of Microsoft’s attitudes and also creates an atmosphere of approachability, enabling me to chat to a range of employees without having to knock on doors.

Having a range of spaces that mix cooperative environments with private spaces for meetings or focus work means that it’s easy to find a place where you feel comfortable to get your work done, while keeping it open enough to help unlock creativity and encourage collaboration.

A diverse and inclusive workforce

I had two beliefs about the requirements needed to secure a job in Microsoft. The first being that to work here you needed a degree to even get you in the door. The second was that that degree would have to be in an area specific to Microsoft or technology.

This couldn’t be further from the reality. During my work experience I spoke to a range of people from across the business and there was a real mix of backgrounds and experiences to get them to their current role.

For instance, I spoke to one apprentice who did not finish her A-Levels prior to joining Microsoft. She knew what her career aspirations were from an early stage  and Microsoft saw that potential in her. I also spoke to an employee, who was once an intern, then came back here to work as a graduate, then has been employed by the company in one department for several years and is now doing an apprenticeship in HR.

The whole experience really opened my eyes to Microsoft’s culture and how they empower their workforce. There’s an open-minded attitude towards talent, where potential is of a higher consideration than credentials. This also means that the workforce is filled with people of diverse backgrounds, of all abilities and experiences. A workforce who are diverse are more likely to be collaborative, innovative, and happier. For Microsoft, this means better business outcomes and an increased retention of their top talent.

Finally, I learned never to volunteer yourself during an all-team meeting as this is what has led to me writing this blog! Or perhaps, I should say volunteering yourself leads you to new experiences and challenges!

Creating opportunities

From my experience, I cannot think of a more amazing place to grow a career. The open ‘come as you are’ culture at Microsoft is reflected not just in the people who work there, but in the spaces as well.

On reflection, my advice to anybody wondering what the Microsoft world is like, would be to check out the Apprentice or Graduate Programmes. Personally, I will certainly be looking into these programmes myself.

At Microsoft, people are given the ability to be their true selves. Together, with spaces that inspire collaboration, ideas and devices that let them work the way they feel best makes for welcoming employees who are more creative and productive.

I really think you will find that behind the preconceptions we may hold about corporations, Microsoft is a company with a nurturing culture and the upmost care about realising potential.

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About the author

I was born and raised in Cornwall, just outside of the small town of Penzance. I spent a year travelling through Europe and North Africa with my family when I was younger which instilled in me a love of travel and enabled me to appreciate other cultures and experiences from a young age.

I enjoyed school but was particularly passionate about English, Media and Dance. Having been immersed in dance from a young age and becoming a member of several youth dance companies, I had always envisaged myself going to a dance conservatoire post A-levels. However, whilst studying for my A-levels, I came to realise that dance was a love of mine but not something I wanted as a profession.

I greatly enjoyed the English and Media but having focussed on Dance for so long could not imagine myself specialising in either of these, which lead me to decide not to go to university and instead focus on finding something that I would inspire me whilst utilising my skillset.

Having worked in the leisure and tourism industry since my first Saturday job, I discovered the enjoyment I found from interacting with the general public. I would consider myself an organised, sociable and intuitive person, which has led me to my current role as an Administrative Supervisor for The Cornish Way – a holiday-letting agency based in West Cornwall, with an eye for detail and focus on the ultimate Cornish escape experience.

The post Changing perceptions: what businesses can learn from Microsoft’s culture appeared first on Microsoft Industry Blogs - United Kingdom.

This is why apprentices are so important. They give students both the soft and digital skills needed to pursue kick-start a career while getting training and accreditation. Apprentices are also good for business – 92 percent stay with the company they started with. They also provide organisations a cost-effective way to develop talent and get the right skills businesses need to stay competitive.

We speak to two Cloud Solution Architect Apprentices at Microsoft to discover why they took this career path, and how they’re planning to develop the skills needed to create technology that helps empower people.

Orla Fletcher-Dowd, Level 6 degree apprentice, Cloud Solution Architect 

Why did you choose to become an apprentice?

I chose to do an apprenticeship because I would be able to gain relevant, real-world experience while boosting my career prospects. Plus, I get to work for a world-class organisation all whilst gaining a degree.

However, at school the opportunity to learn about apprenticeships and the benefits they bring was not always there. By the time I had finished my A Levels I already had a place to study at university.

Despite this, during my gap year I decided to look into apprenticeships and what they had to offer. I was amazed to see the variety of opportunities that were out there, and as a result I applied to the Microsoft Apprenticeship Programme.

A day in the life of a Cloud Solution Architect Apprentice

As a fairly new apprentice, I am currently focusing on working towards my degree while exploring all aspects of the company. I’m aiming to get a better understanding of how an organisation like Microsoft works. As well as this, a lot of my work revolves around familiarising myself with Azure.

I’m also training in the Azure Portal, which is web-based, unified console that provides an alternative to command-line tools. It allows you to build, test and deploy applications and services.

Having the flexibility to study part-time, work as part of a team and get involved with stretch projects gives me the opportunity to not only improve my technical skills, but my soft skills as well.

What do you want to do in the future?

I am keen to explore the cognitive aspects of AI and machine learning. I’m particularly interested in conversational AI, image recognition and natural language processing – all of which mimics the way the human brain works. I want to help discover how these services can innovate solutions that can benefit both people and the environment.

A career as a Cloud Solution Architect will provide me with the relevant skills and experience needed to create these solutions, with the help of the cloud, and introduce new strategies/applications into the market.

I believe the cloud applications we’re seeing today are just the tip of the iceberg. As technology advances further, who knows what will be possible 10 years from now, but this is definitely something I want to be part of.

Davina Loures, Level 6 degree apprentice, Cloud Solution Architect

Why did you choose to become an apprentice?

I spent my youth engaged in extra learning – spending one-on-one time with teachers and at the age of 10 I moved straight from year 4 to year 6.  By 15, I was attending gifted and talented academic programs at universities like UCL and KCL every Saturday. The word ‘university’ was repeated by family members and teachers alike, to the point where this idea of attending daily lectures and exhausting myself with essay writing for the next three years of my post-sixth form life was firmly embedded in my mind.

But it didn’t excite me. As an avid tech enthusiast, I spent my days messing around and experimenting with my Raspberry Pi. I wanted to get stuck in ASAP and start making my mark in the digital world, which is why I opted for a gap year first before applying to university.

After scouring the internet for a placement to fill the year, I came across the Microsoft Apprenticeship Program. Upon passing my interviews and being offered a place at Microsoft, I proceeded immediately to break the news to my parents. They were over the moon once they learnt more about the program.

I am now a Cloud Solution Architect Degree Apprentice at Microsoft. This means I don’t have to wait three years before getting real-world experience and making an impact. I also still get the learning opportunity and support and a degree at the end to satisfy my parents. I couldn’t have thought of a more logical solution to my dilemma.

A day in the life of a Cloud Solution Architect Apprentice

There is no typical day. Every day is completely different from the last which aligns perfectly with the ever-evolving tech space.

The number of things to get involved in here at Microsoft are endless. In the short three months that I’ve been in the company, I’ve been involved in a number of hackathons which are fun, hands on team events run by Microsoft for employees and partners alike to skill up in specific technical fields. I’ve been able to build-up my technical skills, such as Azure. This has meant that I’ve already been able to gain a certifications for Azure

As well as this, I’ve also been exposed to numerous shadowing opportunities, allowing me to sit in on customer meetings and calls and learn more about the role in-person. The numerous tech huddles and team engagements that occur on a monthly basis opens the door for me to be able to network with people with people and learn with them.

Microsoft also has a massive early in careers community, meaning one can always relate to others in the same position. My favourite part of being an apprentice is being thrown into this learn-it-all, not know-it-all culture that embodies the company.

Everyone is so willing to give their time to explain things and help out when needed that it’s definitely accelerated my learning. The culture has to be the highlight of the company, which is why I love working here so much. Everything done here is literally helping to change the world, as well as making meaningful impacts on peoples day-to-day lives.

What do you want to do in the future?

As for what I want to do in the future, it’s still unclear. The exposure to the different opportunities you get as an apprentice are limitless. I know that as I journey through my next 4.5 years, my mind will be changed a hundred times as the technological generation continues to advance.

My hopes, however, are that my work can help out those less advantaged through the use of technology, and as stated in Microsoft’s mission statement to empower every person and organisation on the planet to achieve more.

Different apprentices for different roles

Not all apprenticeships are for technical roles. Apprenticeships can encompass a wide range of roles in your organisations – from sales to marketing all the way to finance and business. We’ve also chatted to three apprentices who work in business management and find out more about their experiences.

Futureproofing employees and organisations

By considering apprenticeships, Orla and Davina are futureproofing their careers. While they build vital early-in-career skills, technical accreditations, and even a degree, they’re developing into employees that are empowered to create and support the next generation of technology to help empower.

Organisations that bring in apprentices can help develop employees with the skills they need to stay competitive. Not only that, apprentices are more likely to stay loyal with the company they started with and remain there after their apprenticeship ends.

Find out more

 Learn more about apprenticeships

Read about our business apprentices

The post Meet the tech-enabled problem solvers of the future appeared first on Microsoft Industry Blogs - United Kingdom.

Apprenticeships are a fantastic way for young people to earn-while-they-learn, as they step into the first role of their digital technology careers. Read about why our business apprentices chose this path to kick-start their careers.

Lily Mears, Customer Success Business Manager, Level 4 Apprentice 

Why did you choose to become an apprentice?

I choose to become an apprentice because I knew the practical working and hands on experience suited my learning style better. I have never been one for soaking up knowledge in a classroom based environment so I needed an opportunity that allowed me to learn, on the job but also give me the opportunity to continue learning and gain qualifications.

The apprenticeship allows for you to take what you learn in the theory based content of your qualification and apply it to your day to day job role. From an early age, I’d had an interest in working in the business world, so being able to work for one of the largest organisations has been a real eye opener and a massive learning opportunity.

Can you explain a day in the life of your role?

A day in the life of a business management apprentice can change depending on the asks of the business area. I am a level 4 business management apprentice, working within the Customer Success department at Microsoft. My role is primarily internal with the opportunity for customer interactions on a peer to peer level. Day to day, I get involved in areas such as communications, events, travel and expenses, public speaking and strategic initiatives which contribute to the pillars of success for our business area.

No two days are the same and having a mix of responsibilities has given me a lot contextual insights into how a business runs to support my qualification. As an apprentice, you are also given 10% off the job hours which can go towards social impact and the apprentice community. With the social impact time, I like to visit local schools to talk through my journey and the things I’ve learned along the way with the hope to inspire other students to pursue the apprenticeship route.

What do you want to do in the future?

As a business, Microsoft have been hugely supportive of my early in career journey, helping me to reach my full potential and I’d love to secure a full time role here in the future. After completing my level 4 management consultancy qualification, I’m keen to continue developing my skills and my goal is to progress onto the business management degree.

Joel Roach, STU Degree Apprentice

Why did you choose to become an apprentice?

I’d heard about apprenticeships throughout sixth form, but I never paid much attention to them. I had decided early on that I wanted to be a therapist, which involved getting a psychology degree. After A-levels I stuck to the plan and went to university to study psychology. While I was at university, the reality of becoming a therapist became clear: there would be a lot of research and several years of studying before I ever sat down with a client. I was now studying a degree, and accumulating large amounts of debt, for a career I didn’t want.

I started to explore graduate schemes, to figure out what else I could do with my degree. This process involved looking up the names of big companies and seeing what they offered. Big companies like Microsoft. On the same page as the overview of Microsoft’s graduate scheme was information about their apprenticeship program. It said that I could be getting a degree while I worked full-time for one of the world’s most well-known companies, gaining four years of work experience, earning a salary and with no debt at the end of it. So why was I at university?

I applied for the apprenticeship at Microsoft and decided to finish university at the end of my first year. Eighteen months later I’ve settled into my role, and I’m really enjoying it. I get to work on and run projects that have a major impact at the company, and I’m learning things in my apprenticeship that I can use every day.

Can you explain a day in the life of your role?

My role has a broad scope, so everyday is different. Some of the areas I focus on are communications, department-wide events and diversity and inclusion. I’m also involved with the apprentice community at my organisation, this meant that I took part in the planning and running of an onboarding week for a new group of apprentices. I take one day each week away from the office to study for my apprenticeship. This involves reading, attending online lectures and working on assignments. I also attend workshops where I put the things I’m learning about into practice and gain feedback from tutors.

What do you want to do in the future?

After I’ve completed my apprenticeship, I’d love to transition into human resources, where I can actively help shape the workplace and improve the apprenticeship program from a higher level. I’ve got a few years to go before I finish but for now I’m really enjoying my current role.

Madeleine Ricci, STU Degree Apprentice

Why did you choose to become an apprentice?

Apprenticeships were not promoted or part of conversation at my school, so I began researching all possible options alongside the UCAS process. I found that the opportunities were endless and covered a much broader range of roles and industries than I had first imagined. Narrowing the search down to ‘business’ orientated roles in blue-chip organisations I started applying. The application process was a great learning curve and gave me exposure to different interview and questioning styles, and it made me reflect on what I wanted out of an apprenticeship against university.

It was a difficult to choose between two unknown worlds, and despite being accepted to 4 universities, I knew that if I was successful at getting an apprenticeship role, specifically at level 6, I would accept this over university – not just for the obvious reasons of having my degree paid for, learning on the job and no debt! But because I was keen to get into the world of work. The thought of another 3-4 years of a school-like environment with exams didn’t appeal to me. I also learned from my experiences in different summer placements that a high energy office environment helped me share my opinions and grow in maturity.

So far, my degree apprenticeship has made me become more self-motivated as I can see the impact of my learning in a real-life working environment which is really rewarding. It can be challenging to balance my role and study but learning to communicate and manage my time are invaluable life skills. The best thing about being an apprentice is the confidence you gain from being invested in as a person and being given the opportunity to succeed and add value to the business.

Can you explain a day in the life of your role?

Being an apprentice certainly doesn’t mean you will be assigned coffee runs and photocopying, in fact, you will find that many people want to meet with you over a coffee to discuss your future aspirations and how you are settling into the working world.

My role as a business operations associate in the management team of our sales department means that no two days are the same. I have found this role means I am a problem solver, a point of contact for over 300 employees, a data analytics reporter, an event organiser and much more. I love this role for its variety and ‘get stuff done’ atmosphere as my team works together to change processes, manage our brand reputation and control the day to day running of a department the size of most small businesses.

Outside of my team I love working with other departments across the business to share best practise to improve our business management functions as well as collaborating on different projects and events.

I love getting to work with like-minded people who are also ‘early in career’ as we can motivate and support each other with all aspects of developing a career in a world of industry professionals – something that can be daunting at first.

What do you want to do in the future?

I have learned over the last year of my apprenticeship that just because I am in a set business management role now, doesn’t mean this is for life.

Getting exposure to, and meeting people across the many departments at Microsoft has taught me a lot about myself and the business – and that it is often easier to know what you don’t like than what you do!

By creating lists of aspects of my role that give me energy and those that don’t, I have been able to narrow down a shortlist of criteria that I would want a future role to meet. For me, I am keen to find a role that incorporates operations, people management and events. These are areas I excel in and feel most confident with in my current role. At this stage in my career, I’m keen to keep doors open and explore all avenues.

Developing the skills for future technology

Lily, Joel, and Madeleine are working to become part of a future workforce that is collaborative, communicative, and supportive. With their training and skills, they’re getting ready to help empower people and organisations of now and in the future to be the best they can be.

We also spoke to two Cloud Solution Architects apprentices, who are getting ready to help create the technology that will empower us in the future.

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The important part here is that someone gave me a chance. They took the risk and saw something in me which they felt could be of value to the business both then in the future. This gave me an opportunity to prove myself and it’s really important for me personally to pay this forward. Now that I am a hiring manager myself, I can give others that opportunity and that chance.

Apprentices, if recruited into the right role can be an amazing asset to the team and the broader business. Here’s five tips that managers can use to get the best from their apprentice. And at the same time, helping them grow into a fantastic employee within your organisation.

1.      Challenge them with projects

In my experience, apprentices work best when given specific long-term projects that are an integrated part of the broader teamwork that they can own. By giving them a project, you are helping them develop the confidence they need to succeed in the future digital workplace. It will give them vital planning, collaboration, and project management skills.

2.      Help them find their feet

Supervision, whilst not completely smothering, from a management approach is also the way forward. Apprentices need to find their feet; they need to feel responsibility and ownership for an area of the business and they need to be able to learn from it. Be there to help and guide them, but don’t micro-manage their work.

3.      Let them make mistakes

Apprentices need to know how it feels to make mistakes or to make the wrong decision. But, they need to do this in a controlled and risk-free environment. This will help them grow. I truly believe that apprentices should be in a position to make mistakes once and learn from them quickly.

4.      Create a culture of learning

Learning is extremely important. While they’re learning vital business skills it’s important to encourage your apprentices to gain qualifications relevant to their career. At Microsoft, we help apprentices gain new skills and qualifications via Microsoft courses and accreditations. We also help instil a culture of learning by sharing our digital skills programme with our apprentices and others outside of Microsoft too.

5.      Be open to their ideas

For me, it’s important to remember that apprentices can also teach us. As managers, we are here to coach, lead, and support. There’s also a lot we can learn from our apprentices too. They have a unique perspective and offer a different way of viewing the world. They’re often more in touch with how generations consume media, how younger consumers view influencers or how scepticism can overrule marketing. These are just a few of many elements that I learn from my current Early in Career team. There is so much more and they can add so much value if you give them a safe environment and the opportunity to voice their opinion.

A legitimate pathway to a great career

As someone who was adamant that I wanted to complete a vocational degree at University (BA Hons Business Studies), hiring apprentices into my team has changed my perception of the traditional route into the world of work through university.

As a student, if you can identify the right apprenticeship for you and for your future career ambitions then it’s a great way to not only develop your skills but obtain invaluable on-the-job experience to apply your learning.

As a parent of 10 year old twins, if they decided to complete an apprenticeship I would be super supportive.

As a manager, having an apprentice has really helped us increase our talent pool and enabled me to hire for the  skills I need to develop in my team. Apprentices have no preconceptions of how things should work and have really  helped us innovate with fresh, new ideas. 92 percent of apprentices stay with the company they started with which means you can retain the talent within your business and equip them with the skills your business will need to succeed in the future of work.

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Invest in the future of your workforce

About the author

I am a strong commercial marketer with over 10 years of management, profit and loss and team leadership experience across both retail and manufacturing. I am also passionate about supporting and mentoring others in her team and around the business, especially those early-in-career such as apprentices and graduates. I am a confident individual who can manage customer relationships and negotiate well with all key stakeholders both internal and external.

The post 5 steps to deliver a great apprenticeship experience: a manager’s guide to success appeared first on Microsoft Industry Blogs - United Kingdom.

This year is an exciting year for the Surface business, one I am wholly grateful for. With seven new product announcements recently, I feel incredibly proud of the company I work for.

A different challenge every day

As a Surface Specialist Intern at Microsoft my role manages the front-line commercial and technical aspects of sales opportunities. Whilst it sounds cliché, no two days are the same. Every customer and every opportunity is different and while it can be a challenge to feel comfortable in front of a customer – it is extremely rewarding. With each day comes a new challenge and that is precisely why I enjoy it so much. My biggest challenge to date was one I was least expecting: hosting a VIP event for our enterprise customers.

Presenting the digital workplace

The Microsoft Store is a fantastic place, where we can entice and educate our customers and partners – from market-traders to multi-nationals, no matter how big or small, all of our customers are welcome. For the launch of the devices, a room was developed in the Oxford Circus Store comprising a modern apartment with a variety of modern workplace set-ups. The modern concept of work is something we do, not somewhere we go, and the loft room captured this perfectly. There’s a Surface for every user and every role, no matter where they work.

On October 21^st, we welcomed over 30 customers from a range of public sector and commercial enterprises to our event. They received 25-minute presentations on Microsoft Teams, Microsoft Managed Desktop, Surface Hub 2S and the Surface PCs which they were able to play with at the end. I was able to host the morning and then present a demonstration on the Surface Hub 2S. This was particularly exciting as it was my largest audience to date, full of customers as well as over 15 Microsoft staff.

In terms of the products showcased, it was a fascinating day. Microsoft Teams is transforming communication in firms across the globe. While customers move over from Skype, it is great to see features like private virtual teams, background blur on video calls and the cross-device compatibility really excite and empower our customers. Microsoft managed desktop enables organisations to spend less time setting up and securing devices and more time empowering their employees with great, premium devices. Surface devices give users unrivalled productivity as well as the feeling of value – a premium device signals the organisation has invested in its employees. As an employee, there is nothing better than feeling valued. As a business, an engaged workforce is a productive one and you’re more likely to retain your top talent.

Collaborating across teams

As an intern, it was really exciting to work with different stakeholders to bring this together and I have learned a lot about teamwork and collaboration across teams. For the event to work, I had to co-ordinate the goals of the Marketing/PR, Surface and Store team to make the event a success.

It was challenging at first to make connections and it was difficult to initially identify the correct stakeholders. As an organisation, Microsoft is very supportive of those who are  early-in-career so after a few polite requests I was able to pull a plan together.

Developing resilience

But no matter how perfectly you plan something there will always be something that goes wrong. In my case, the bacon sandwiches for breakfast got trapped in the lift! Amusing in hindsight but very stressful at the time.

The ability to look at problems without emotion is often hard but being able to see an end goal, having to alter your course and changing your approach to get there taught me a lot about the way people work. What I am most thankful for is the amount of people I have connected with to help set-up the event and they have continued to stay as close comrades since.

It’s all about thinking on your feet and taking advantage of all the opportunities available to you.

Here’s my top pieces of advice for new starters in any business based on learnings from my own journey:

1. Ask for help when you need it

Don’t be afraid to ask for help or explain that you don’t understand – no one is expecting you to understand everything, but people will respect you more for asking than making it up. It’s not a problem if you need to come back to a customer or colleague at a later date if you don’t know the answer.

2. Develop connections across the business

Take the chance to meet your team and people you work with face-to-face at the start of role. It will really help improve team relationships later if you understand how your team fits into Microsoft and you’ll be able to understand the goals of different teams.

3. Maintain your network

Message colleagues you would like to engage with and ask if they would like to grab a coffee. Structure the conversation by having thoughtful questions – this will result in conversations you can both learn from. Be interested not interesting.

4. Think before you type

Take emotion out of email conversations, you might be stressed about an event or project you are working on but with email there is a lack of syntax which may cloud your message negatively in stressful times.

5. Identify a mentor early on

My advice to anyone starting at Microsoft, or any company for that matter, would be to secure a mentor figure early on. Make sure this mentor isn’t a ‘work-giver’ and they can approach your problems with pragmatic and unbiased solutions. Using a mentor as a sounding board for actions helps coach you into a better colleague and can also help a colleague with their teaching skills – a valuable trait.

I would like to give a special thanks to all of those involved in my onboarding process at Microsoft and creating a great employee experience – especially for somebody who is early on in their career. You know who you are.

Find out more

Find out more about a career with Microsoft

Discover what it takes to create an engaged workforce

Read more about early in career roles at Microsoft 

About the author

The post 5 tips for new starters: learnings from my own journey appeared first on Microsoft Industry Blogs - United Kingdom.

Never in a million years did I dream I’d be working in a technology company. Not given my degree in the distinctly non-techy field of Political Science.

When I first started at Microsoft, I was only 19, scared to enter the workforce, and unsure how I could positively impact my team. Now, after being here over two months, I understand that a university degree alone doesn’t give you the skills you need to develop for the future digital workplace. Past experiences and the encouragement at work is vital for personal development.

And developing new skills in employees is a wonderful way to keep them engaged – after all, engaged employees aren’t just more productive; your business becomes more profitable, too.

1. Encourage volunteering

People often undervalue volunteering, seeing it as an after-thought. But there’s so much more to it than that. It’s an important way to gain invaluable and – importantly in the world of work today – transferable skills. These tasks also help with personal growth, too.

As such, this is an ideal way to help your staff develop new skills (or improve existing ones). Look for opportunities both within your company and beyond, and help shake that notion that volunteering is largely just ‘something to do’ or a way to boost a CV.

Volunteering has a side-benefit: it makes people feel like they’re making a difference. That has an incredible effect on how your staff will view themselves, impacting morale, esteem, and their overall productivity. In short, it gives people an often much-needed purpose.

Before I joined Microsoft, I was actively volunteering and enthusiastically saying ‘yes’ to any work opportunity that came my way. This gave me fantastic experiences working alongside lots of communities and across different environments and industries. I met people I never would’ve had otherwise, and they taught me invaluable new skills.

Don’t restrict your people. Do anything. Everything.

2. Introduce an early in career programme

Most large companies today offer an early in career programme, which takes on interns, apprentices and new (or soon-to-be) graduates. These programmes are designed to nurture young people’s independence, and put them on the right path as they begin their careers. To ease them into a new culture. To give them real responsibility. To offer the chance to work on projects they’re passionate about.

It’s precisely the start that young graduates need. Fresh employees – brimming with ideas and innovation – are needed for the continued success of any company. Yours is no different.

For instance, Microsoft’s early in career programme lets bright young people join as an apprentice, interns, or graduate depending on experience. They then have the chance, seeing all levels of the business. It’s a chance to work in a proper work environment, allowing them to network with colleagues, and learn new skills. It’s the perfect opportunity to test out new roles and encourage further development.

And while you’re busy strengthening skills in these younger employees, they’re bridging that generational divide and bringing new skills into your business.

3. Identify your workplace culture and values

A workplace culture and easily communicated values are integral to a modern business. It’s a way of creating a sense of community, ensuring everyone’s working towards a common goal.

As an example, Microsoft’s culture is themed around a simple premise: to empower every person and every organisation on the planet to achieve more. And what could be more empowering that helping people develop new skills?

Ask yourself:

• Who are you (as a company)?
• What do you stand for?
• What do you want employees to get out of working for you?
• How will this manifest itself?

For me, workplace culture involves being part of – and supporting – a team, where you feel comfortable to be yourself without judgement.

Today, a core part of many company cultures is the idea that time should be used, during working hours, to boost the skills and knowledge of employees. Or, as Microsoft CEO Satya Nadella says, “Don’t be a know-it-all, be a learn-it-all.”

Encourage this concept of a ‘learn-it-all culture’ by allowing time for employees to work on skills that help them, and can benefit the business. You may not realise it at first, but you’re now creating an even more productive (and potentially more loyal) workforce – and one that’s grateful for the opportunities you provide.

4. Focus on that work-life balance

In the modern workplace, the employee experience comes first. It affects how your people perform, how they view your company, and where they fit in.

It’s important to know…

• Do your employees have the right tools to perform their jobs?
• Does your employee experience negatively impact your customer’s experience?
• Do you encourage people to maintain a good work-life balance?

Exhausted employees, burnt out from overwork and frustrated by the lack of vital tools, won’t remain employees for too long – or, if they do, won’t be able to perform to the best of their abilities. Nor do you want to tip it in the other direction. An undisciplined company emphasising life over work won’t have much of a business in the long run.

Look at changes you can make across your workplace – such as introducing learning hours that let employees grow – to keep your workforce stable, skilful, and engaged.

However, it’s not just about ensuring the well-being of your employees – although this will undoubtedly be your top priority. Being at Microsoft has already taught me the importance of so much outside of my job role. I’ve also become better at time management. I’ve learned valuable skills I never knew I needed, and ones I’ll never forget. I’ve been empowered.

5. Create accessible, considered support

If there was a phrase that sums up absolutely any workplace, it’d be ‘horses for courses.’ Everyone on your team is different. Diverse workplaces tend to be far more open and innovative – just don’t try to uniformly develop skills for your employees; taking a one-size-fits-all approaches won’t bring out the best in them.

Take older workers, for instance. It’s likely that they’ll need more support and time to master new digital skills that younger employees take for granted.

Or consider how women are represented in STEM, and how you can help your female employees develop in this area. It’s a factor that initially played heavily on my mind when I came to Microsoft. But encouragement and empowerment, and having confidence in my own unique skills has shown me that the technology sector is for everyone; not just the male workforce.

Offer support that’s accessible, tailored to the individual. That way, they can build on the skills they need to grow.

About the author

Komal is a Services Solution Strategist Intern in the Services department. Her role includes helping the team generate leads from 0 to 20%, which involves understanding Microsoft’s solutions and their go-to markets. Her passion for working with people all over the business has seen her involved in planning events, being part of the Campus 101 project, and running the Services interns’ Roundtables. These monthly sessions are aimed at adding to every intern’s personal growth.

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