Adopting rigorous design standards is helping Microsoft get better at something very important to the company—getting accessibility right inside its own walls.

Microsoft’s journey to transform its approach to accessibility started when Microsoft CEO Satya Nadella took the helm in 2014, says Tricia Fejfar, partner director of user experience in Microsoft Digital, the organization that powers, protects, and transforms Microsoft. Nadella sharpened the company’s focus on accessibility in 2017, when he penned a moving essay describing his experience raising a child with cerebral palsy.

“That really got us thinking about accessibility internally,” Fejfar says. “Employees are more productive and engaged when they have simple, easy-to-use tools, and accessibility is a very important part of that DNA.”

More than 1 billion people on the planet identify as having some form of a disability, so building experiences that are accessible to all Microsoft employees makes a difference every day.

“Being able to do my job at Microsoft based on my skills and not be blocked by my blindness has made a big difference in my life,” says Manish Agrawal, a senior program manager for the Accessibility team within Microsoft Digital.

Agrawal, who is blind, works to make Microsoft products more accessible to people with disabilities. It’s about creating an inclusive work environment where everyone can succeed.

“For me, it’s not just about making products accessible for Microsoft employees to help them get their work done,” he says. “It’s also about supporting employees with disabilities and ensuring that Microsoft builds a diverse and inclusive workforce across the spectrum of abilities.”

Fejfar adds, “Designing for and building experiences that reflect the diversity of the people who use them makes sure we put our people at the center of our work. Until people recognize that, and honor it in the work they do, they can’t begin to make sure what they build will take care of everyone’s needs.”

It’s about understanding why you build something and who will use it. Microsoft calls it being human-centric and customer obsessed.

“Building accessible experiences is not a compliance effort or a checklist of guidelines,” Fejfar says. “It’s about thinking of the user at all stages of the development process so you build usable, delightful, and cohesive end-to-end experiences.”

Hiring and supporting people with disabilities makes good sense for the company and helps attract top talent.

“Millennials choose employers who reflect their values, and diversity and inclusion are at the top of their list,” Fejfar says. “They make up 75 percent of the global workforce.”

Making a difference in the lives of people like Agrawal is what brings people to the Accessibility team, Fejfar says. “We’re here because we want to make sure the internal products that our employees use every day are accessible,” she says.

[Find out how building inclusive, accessible experiences at Microsoft is a catalyst for digital transformation. Learn how Microsoft enables remote work for its employees.]

Adopting a coherent design system

Nadella sharing his story led to a company-wide pivot toward accessibility and improving employability for people with disabilities at Microsoft. One of the initiatives connected to this goal was creating a set of coherence design standards that teams can use each time they builds new tools and services for employees.

“Using a coherent design language reduces engineering costs while increasing engineering efficiency,” Fejfar says. “That makes what we build predictable to our users, which increases engagement and builds trust.”

Microsoft Digital’s design system is built on top of Fluent, Microsoft’s externally facing design language, which makes it feel more like Microsoft.

“Building coherently means something very specific to us,” Fejfar says. “It means designing and coding accessible and reusable UI components, interaction patterns, brand, and other guidelines to build predictable experiences for our employees.”

These design standards have allowed Microsoft to not only consider accessibility as part of every internal project. They also consider accessibility at every step along the way, from idea, to construction, to release. That makes its products accessible to as wide a range of people as possible, which creates new opportunities and better experiences for everyone who works at Microsoft.

Accessible design benefits everyone

Agrawal cites closed captioning as an example of a widely useful accessibility tool that is now used for far more than helping people with hearing impairments watch TV or follow a presentation. Creative uses of the capability include helping audiences understand someone with a heavy accent, following along on TVs placed in loud environments like airports and bars, or allowing someone to watch TV while their partner sleeps.

In fact, closed captions or subtitles are so popular with the general population that game maker Ubisoft reported that more than 95 percent of the people who play their popular Assassin’s Creed Odyssey game keep subtitles turned on. “When you build for accessibility, you end up building a much more compelling product,” Agrawal says.

Moreover, it’s simply good business sense to ensure that talented people such as Agrawal are empowered to make a significant contribution to companies such as Microsoft.

“We need to make sure all the applications and experiences that we build empower everyone who works here to not only do their work, but to have full, rich experiences while they’re at work,” Fejfar says. “Without accessible tools, people can’t do their best work, and if people can’t do their best work, our company, our culture, and our customers are directly impacted.”

For a transcript, please view the video on YouTube: https://www.youtube.com/watch?v=XhN1tnBcYLo, select the “More actions” button (three dots icon) below the video, and then select “Show transcript.”

Designing new employee experiences

One telling example of Microsoft Digital’s coherent design approach to accessibility is Microsoft MyHub, a new one-stop shop for employees to get their “at work” stuff done at work, like getting worksite access, taking time off, checking stock rewards, and finding out what holidays are upcoming.

It was also vital to make sure the app experience would be fully accessible, says Bing Zhu, principal design manager in Microsoft Digital’s Studio UX team.

“Before we built the app, our employees had to deal with as many as five to eight different tools almost every day,” Zhu says. “Each experience was different than the last one, and not all of them were as accessible as we needed them to be.”

This fragmented experience was difficult for everyone to navigate and very hard to keep accessible for people with disabilities.

“We used our coherent design system to build a unified, consistent, and accessible experience for our employees,” Zhu says. “Using that as our guide, we were able to design an application that all Microsoft employees can use.”

Not only is Microsoft MyHub compliant with Web Content Accessibility Guidelines (WCAG), but it also received a strong usability grade by employees with a spectrum of vision disabilities.

Crucially, the new app was built with accessibility in mind at every stage of its development cycle, Agrawal says.

“We reviewed the design for every feature for accessibility and beta tested the app’s accessibility every time a new feature was implemented,” he says. “We made sure it was accessible for all of our users at each step in the development process.”

One example of how the team that built Microsoft MyHub was guided by Microsoft Digital’s coherence design system was in how it made every interaction and visual element accessible.

“Our coherence design system—which is an extension of Microsoft’s Fluent design system—alongside the accessibility guidance that we provide, helped the MyHub team start incorporating accessibility into their app from the get-go,” says Anna Zaremba, a senior designer on Microsoft Digital’s Coherence team. “Our coherence design system provides components with built-in accessibility that Microsoft Digital’s product teams, like the team that built MyHub, use to create their experiences.”

Work that makes a difference

It’s striking to hear employees in Microsoft Digital talk about the deep satisfaction they take from making products more accessible.

“The greatest reward is hearing from people who have benefitted from our work,” Zaremba says. “I really like the fact that we are doing work that helps the entire company and drives a greater awareness of accessibility.”

Though Microsoft is among the companies pushing hard to build accessibility into everything it does, there is still much work to do. One in 10 people who identify as having some form of disability don’t have the assistive technology they need to fully participate in work and society.

Going forward, Microsoft Digital will continue designing with accessibility as a top priority, using the developmental model it uses to build solutions like Microsoft MyHub as a template for creating the company’s next generation of employee tools.

“We’re still learning this process ourselves,” Zhu says. “We’re figuring out how to make accessibility and design work with program managers and engineers to create even more opportunities for access. It’s an exciting challenge.”

And one that will open doors for Microsoft employees—and others.

“I really love building software anyway,” Agrawal says. “But it’s great to be part of a team that is working to make Microsoft a more inclusive place to work. It has a real impact on people’s lives.”

• Learn more about creating an accessibility training program for your team.
• Dive into the latest accessibility fundamentals training course on Microsoft Learn.
• October is National Disability Employment Awareness Month 2020—learn more about the 75th anniversary of this event in the US here.
• Read how Microsoft is sharing how many of its employees identify as having some form of disability.
• Read how people with disabilities shape technology people use every day.
• Find out how building inclusive, accessible experiences at Microsoft is a catalyst for digital transformation.
• Learn how Microsoft enables remote work for its employees.

The post Microsoft’s fresh approach to accessibility powered by inclusive design appeared first on Inside Track Blog.

Emeric and launch leadership had to do exactly that when they set out to transform the way Microsoft launches products, something that would require acceptance from product groups that build drastically different products and services.

“Initially, there was resistance to change because people were familiar with the processes in their own silos,” Emeric says. “We encouraged employees to have a growth mindset and recognize the value for the entire company.”

Teams across Microsoft used 600 different launch types, each with their own vision, roadmap, and revenue forecast. Emeric and Brandon Ruby, a director of operations in MBO responsible for launch process, infrastructure, and analytics, knew that transforming the launch process would require a change in the people, process, and technology. But the most crucial part was adding value to the work of launch managers.

“We saw a gap in experience and productivity, and we wanted to make sure that the launch managers felt like they were a part of the process,” Ruby says.

This transformation aligned with MBO’s vision to run state-of-the-art operations.

“Our culture of innovation in Operations empowers employees to lead improvement for our customers and partners through end-to-end business process improvement and tool optimization,” says Mary Ellen Smith, the corporate vice president of MBO. “Modernizing our launch processes enables us to compliantly launch products, services, and capabilities with agility at scale.”

[Learn how Microsoft is optimizing launch management to deliver innovation to market with speed and compliance. Check out how citizen developers at Microsoft used Microsoft Power Apps to build an intelligent launch assistant.]

The previously siloed launch process didn’t align with Microsoft’s integrated selling model that bundles products, devices, and cloud services.

“We knew putting together end-to-end solutions would be challenging if we didn’t change the way we sell,” Emeric says. “Bundled solutions are especially important for commercial and industrial scenarios where you have a range of devices, cloud services, and AI on top of what you’re trying to build.”

Additionally, compliance was also done manually in silos using spreadsheets, Microsoft PowerPoint decks, and Microsoft Word documents. Each launch manager would be responsible for knowing the latest launch rules or working with experts who could flag finance and anti-corruption risks.

This led Microsoft to create a single launch delivery process that runs on Microsoft Dynamics 365 and the Microsoft Power Platform to deliver innovation with speed and compliance.  This ensures that over 200 launch managers at Microsoft have a consistent way to conduct compliance assessments of their product, service, and program launches at scale.

“Before, there was a perception that our launch process was slowing people down,” Emeric says. “In reality, offering a standardized launch process enables Microsoft to do highly complex launches and assess risks with minimal risk to the company.”

The new launch process requires a dynamic digital compliance assessment, which asks a list of questions that change as risk domain owners continuously evaluate risk categories. This is critical to consistently assess risk across the launch ecosystem. The launch team’s responses are used to determine the risk of the launch, and launch managers consult relevant risk domain owners on key risks involving finance, trade, and anti-corruption. Launch managers are then responsible for mitigating or closing risks before launching their product or service.

“Through a centralized risk management process and consultation with risk domain owners, we are much more confident that 100 percent of critical launches are managed, maintained, and meet compliance requirements before they go out the door,” Ruby says.

Built by the launch community, for the launch community

Initially, Ruby’s team focused on the process, data fields, and controls of the transformed launch process. Halfway through their journey, it was evident that the team was putting the process and digital requirements ahead of experience and productivity. Launch managers needed to be more involved in shaping the launch process that was a part of their day-to-day work.

“We found that communities, citizen development, and incubation are a great combination for creating experiences that empower the productivity of launch managers,” Ruby says.

In the summer of 2019, a team of people from MBO and Microsoft Digital participated in the Microsoft Hackathon with the goal of transforming the company’s launch process.

“This led to the creation of a citizen development program where we create rapid prototypes of value with the community,” Ruby says. “We continue to have conversations where we identify top priorities before making major investments on the platform.”

Ruby is referring to the Launch Management Excellence team, a forum among launch managers and citizen developers across the company who bring perspective from their launch portfolios. They share pain points that they’ve heard from their teammates, advise on best practices for the launch process, and provide information about upcoming trainings and events. Based on these conversations, Emeric and Ruby can return to their leadership team and share what the launch community is passionate about addressing.

“Our launch managers drive the conversation,” Emeric says. “We prioritize the needs we get in this feedback loop and address the top pain points first.”

Leading with a vision and intentional investment in your employees

Transforming the launch process with compliance by design is already paying off. It’s been exciting for Emeric to see the vision come to life.

“When it comes to transforming your launch process, it’s vital to have a clear vision about what you want your transformation to look like and have buy-in from leadership,” she says.

As this vision has come to fruition, Emeric has found that teams see MBO as a leader in launch.

“Business groups come to us for launch resources or oversight so they can ensure that they’re compliant,” Emeric says. “They’re also using our launch platform for portfolio, launch, and external risk management.”

Transforming the launch process requires intentional investment in the experience and productivity of employees. At Microsoft, the launch community and citizen development community have been central in deciding what features to add to the new process.

“You have to invest in people just as much as the process and technology,” Emeric says. “Our leadership team understood that they could have the biggest impact by empowering people with the tools they need to be productive.”

Ruby and Emeric also emphasized the importance of prioritizing progress over perfection. The team is always iterating on the launch process, and they’re willing to repivot if necessary.

“It’s a journey, and you have to start somewhere,” Ruby says. “If you anchor it in making an investment and having a shared vision, you’ll see progress.”

Emeric and Ruby recognize that the launch platform and community have grown significantly since this journey began two and a half years ago, and they hope to empower customers and partners to transform their launch processes too.

“The goal for Microsoft is to be the industry leader in how enterprises launch products and services,” Emeric says. “Our launch process is designed to uphold our commitment to trust and compliance, all while ensuring that our customers and partners have a great experience.”

• Learn how Microsoft is optimizing launch management to deliver innovation to market with speed and compliance.
• Check out how citizen developers at Microsoft used Microsoft Power Apps to build an intelligent launch assistant.

The post Rethinking how Microsoft launches its products and services appeared first on Inside Track Blog.

Now that it has finished “lifting and shifting” its massive internal workload to Microsoft Azure, the company is rethinking everything.

“We’re rearchitecting all of our applications so that they work natively on Azure,” says Ludovic Hauduc, corporate vice president of Core Platform Engineering in Microsoft Core Services Engineering and Operations (CSEO). “We’re retooling to take advantage of all that the cloud has to offer.”

Microsoft spent the last five years moving the internal workload of its 60,000 on-premises servers to Azure. Thanks to early efforts to modernize some of that workload while migrating it, and to ruthlessly removing everything that wasn’t being used, the company is now running about 6,500 virtual machines in Azure. This number dynamically scales up to around 11,000 virtual machines when the company is processing extra work at the end of months, quarters, and years. It still has about 1,500 virtual machines on premises, most of which are there intentionally. The company is now 97 percent in the cloud.

Now that the company’s cloud migration is done and dusted, it’s Hauduc’s job to craft a framework for transforming Microsoft into a born-in-the-cloud company. CSEO will then use that framework to retool all the applications and services that the organization uses to provide IT and operations services to the larger company.

The job is bigger than building a guide for how the company will rebuild applications that support Human Resources, Finance, and so on. Hauduc’s team is creating a roadmap for how Microsoft will rearchitect those applications in a consistent, connected way that focuses on the end user experience while also figuring out how to get the more than 3,000 engineers in CSEO who will rebuild those applications to embrace the modern engineering–fueled cultural shift needed for this transformation to happen.

[Take a deep dive into how Hauduc and his team in CSEO are using a cloud-centric mindset to drive the company’s transformation. Find out more about how CSEO is using a modern-engineering mindset to engineer solutions inside Microsoft.]

Move to the cloud creates transformation opportunity

Despite good work by good people, CSEO’s engineering model wasn’t ready to scale to the demands of Microsoft’s growth and how fast its internal businesses were evolving. Moving to the cloud created the perfect opportunity to fix it.

“In the past, every project we worked on was delivered pretty much in isolation,” Hauduc says. “We operated very much as a transaction team that worked directly for internal customers like Finance and HR.”

CSEO engineering was done externally through vendors who were not connected or incentivized to talk to each other. They would take their orders from the business group they were supporting, build what was asked for, get paid, and move on to the next project.

“We would spin up a new vendor team and just get the project done—even if it was a duplication or a slight iteration on top of another project that already had been delivered,” he says. “That’s how we ended up with a couple of invoicing systems, a few financial reporting systems, and so on and so forth.”

Lack of a larger strategy prevented CSEO from building applications that made sense for Microsoft employees.

This made for a rough user experience.

“Each application had a different look and feel,” Hauduc says. “Each one had its own underlying structure and data system. Nothing was connected and data was replicated multiple times, all of which would create challenges around privacy, security, data freshness, etc.”

The problem was simple—the team wasn’t working against a strategy that let it push back at the right moments.

“The word that the previous IT organization never really used was ‘no,’” Hauduc says. “They felt like they had no choice in the matter.”

When moving to the cloud opens the door to transformation

The story is different today. Now CSEO has its own funding and is choosing which projects to build based on a strategic vision that outlines where it wants to take the company.

“The conversation has completely shifted, not only because we have moved things to the cloud, but because we have taken a single, unified data strategy,” Hauduc says. “It has altered how we engage with our internal customers in ways that were not possible when everything was on premises and one-off.”

Now CSEO engineers are working in much smarter ways.

“We now have agility around operating our internal systems that we could never have fathomed achieving on prem,” he says. “Agility from the point of view of elasticity, from the point of view of releases, of understanding how our workloads are being used and deriving insights from these workloads, but also agility from the point of view of reacting and adapting to the changing needs of our internal business partners in an extremely rapid manner because we have un-frictioned access to the data, to the signals, and to the metrics that tell us whether we are meeting the needs of our internal customers.”

And those business groups who unknowingly came and asked for something CSEO had already built?

“We now have an end-to-end view of all the work we’re doing across the company,” Hauduc says. “We can correlate, we can match the patterns of issues and problems that our other internal customers have had, we can show them what could happen if they don’t change their approach, and best of all, we can give them tips for improving in ways they never considered.”

CSEO’s approach may have been flawed in the past, but there were lots of good reasons for that, Hauduc says. He won’t minimize the work that CSEO engineers did to get Microsoft to the threshold of digitally transforming and moving to the cloud.

“The skills and all of the things that made us successful as an IT organization before we started on a cloud journey are great,” he says. “They’re what contributed to building the company and operating the company the way we have today.”

But now it’s time for new approaches and new thinking.

“The skills that are required to run our internal systems and services today in the cloud, those are completely different,” he says.

As a result, the way the team operates, the way it interacts, and the way it engages with its internal customers have had to evolve.

“The cultural journey that CSEO has been on is happening in parallel with our technical transformation,” Hauduc continues. “The technical transformation and the cultural transformation could not have happened in isolation. They had to happen in concert, and to a large extent, they fueled each other as we arrived at what we can now articulate as our cloud-centric architecture.”

And about that word that people in CSEO were afraid to say? They’re saying it now.

“The word ‘no’ is now a very powerful word,” Hauduc says. “When a customer request comes in, the answer is ‘yes, we’ll prioritize it,’ or ‘no, this isn’t the most important thing we can build for the company from a ROI standpoint, but here’s what we can do instead.’”

The change has been empowering to all of CSEO.

“The quality and the shape of the conversation has changed,” he says. “Now we in CSEO are uniquely positioned to take a step back and say, ‘for the company, the most important thing for us to prioritize is this, let’s go deliver on it.’”

Take a deep dive into how Hauduc and his team in CSEO are using a cloud-centric mindset to drive the company’s transformation.

Find out more about how CSEO is using a modern-engineering mindset to engineer solutions inside Microsoft.

The post How ‘born in the cloud’ thinking is fueling Microsoft’s transformation appeared first on Inside Track Blog.

He needed the software engineers to work differently, to say “yes” and take a risk. He needed the support of his leadership chain to be less risk averse. In short, he wanted to scrap everything and start over with software patterns that support taking greater yet responsible engineering risks.

Managers like Garg are playing a critical role in Microsoft’s ongoing bid to digitally transform how it builds the products and services it sells to customers, but also to transform how its employees tackle their work.

Garg talks about how his team used microservices, APIs, and other modern engineering tools to overhaul the Procure to Pay process, the official name for how Microsoft provides solutions to enable end-to-end financial functions like buying and paying for goods and services, but the real story is more human.

“None of this would have been possible if my team hadn’t bought in,” says Garg, a principal group engineering manager on the Finance Engineering Team in Microsoft Digital. “I introduced a startup culture—to every single leader on my team, I said ‘here’s your company, I need you to go figure out how to run it, to get it to grow.’ That really gave them a sense of ownership.”

That freedom is making a difference, says Vivek Chauhan, a principal software engineering manager and one of five managers who reports to Garg.

“He stands up for his people when they need him, and even when they do not ask,” Chauhan says. “Sahil has created a safe operating environment for his teams, and as a result, our engineers are really delivering. We really love working for him.”

Garg’s efforts are playing a pivotal part in an overall effort to transform how Microsoft Digital supports the company’s Finance Team, says Brad Wright, Garg’s manager and partner director of software engineering on the Microsoft Digital Finance Engineering Team.

“When I came to lead the engineering team for our finance systems, I came to transform everything we do going from old monolithic systems to modern cloud-based services,” Wright says. “To do that, I needed leaders who could transform themselves, their teams, and the work we do.”

To get there, the team needed to experiment to find the right path.

“Our procurement and payment systems afforded us the best opportunity with less risk than other areas, and Sahil was willing to take up the challenge,” Wright says. “As a leadership team we established a set of principles we would operate by—people oriented, tech oriented, and hardcore accountability and ownership. We established our focus on the end result and the end user in everything we do. This framework and his ability to establish a robust vision enabled Sahil to quickly transform his team and the systems he was entrusted with.”

That leap of faith laid the groundwork for a complete overhaul of Microsoft’s internal buying system. It also created a blueprint for how managers can drive transformation from deep inside of large corporations, something transformation experts say is pivotal for true digital transformation to occur.

“What Sahil is doing on the Finance Engineering team is a shining example of how we’re trying to drive transformation from the inside out across Microsoft,” says Michelle Emtman, a senior human resources manager at Microsoft. “He gives his team a lot autonomy, which encourages them to be really creative in how they do things. He’s created a safe environment for them to try new things, to always be learning, and to really enjoy the work that they do.”

Transforming procure-to-pay

When Garg inherited the procure-to-pay experience, it was made up of 36 standalone applications that each had their own user experience, functionality, and unconnected datasets. Many of these experiences were piled on top of each other, dumped into the same application because it was convenient, not because they were good matches. Other apps competed to do the same tasks, but with wildly different user experiences built on different technologies. The result? Confused users and an IT team that struggled to keep everything working.

All of that had to go.

Garg’s team carved all those legacy applications up, but before they could cut away everything extra, each of the engineers on the team had to be convinced to release their ownership of their part of the old system.

“Everyone needed to trust that taking a new approach was a good idea, and that there would be a role for them when we finished, one that might be different and challenge them in new ways,” Garg says. “Each of our engineers had to rethink what matters the most to our employees and external suppliers, and, with that always in mind, modernize and connect the services that they own.”

Once everything was cut away, the team determined that there were 16 distinct kinds of independent financial processes that Microsoft employees and suppliers execute to get their jobs done. They range from onboarding and selecting suppliers, employees procuring goods and services for their needs, and suppliers and partners getting paid for the services they deliver (each with compliance and service level agreement checks at all levels).

“We needed the new procure-to-pay experience to be built around those 16 discrete services,” Garg says. “We would build one overarching user experience layer that would make it feel like one, connected experience for our users no matter which of the 16 actions they needed to take.”

Using modern engineering nomenclature, each service would be known as a microservice, built on shared APIs, and all connected to one respective set of data so there would be only one version of the truth. Each of the 16 actions would have its own presentation layer and functions, but they all would have a similar look and feel so that the user would have a seamless and consistent experience no matter what they needed to buy.

Underneath the hood, each process would be given the space it needed as long as everyone played nice and talked to each other.

“Nobody’s code is a private code,” Garg says. “If one of our services needs to build something, anyone can pick that up from our service log backlog. We don’t want anyone spending effort on something that has already been done.”

When failure becomes an option

Traditionally in industry, the only way to try something new was to move to a new job.

“As a developer, I was restricted to what my team was doing,” Garg says. “There was no opportunity for me to do other things. I didn’t want that on my team. I wanted them to be able to try different things, to fail, and then to move on.”

Garg says he feels empowered by a culture shift underway across Microsoft Digital, his larger organization, and all of Microsoft at large. As part of that, his team has embraced modern engineering principles and adopted agile development methodologies.

“It started when we got great leaders in our org who gave us needed room to innovate and had us focus on modernizing our engineering practices,” he says. “Then when (Microsoft Chief Digital Officer) Kurt DelBene came on board, he stamped his message of approval on what we were doing. That gave us the motivation and the boldness that we needed, confirming that what we were thinking of was the right approach.”

And it’s working.

You don’t have to look farther than our huge set of manual processes and teams of people that the team had in place to help end users get through the company’s buying and getting paid scenarios.

“We have goal—if one person is doing it manually, then our tool isn’t working the way we want it to work,” Garg says. “We’re chasing that goal, but we’re not there yet.”

Garg’s team is now ready for its next big transformation, which is to move the procure-to-pay experience beyond the service model approach to a predictive model.

The goal is to use AI and machine learning to predict when tools are going to breakdown, to help employees figure out what they’re trying to do, and most importantly, to bring the right insights to our end users when and where they need them most to make good decisions.

And what about those teams who used to do all that manual work?

“Their roles are getting transformed,” Garg says. “They are getting re-skilled so they can help us analyze our data and build our machine learning models. They are getting to do higher value work.”

Enabling the operations team to move from doing manual, repetitive tasks to helping transform the procure-to-pay process is rewarding, but the bigger success is how much better the internal purchasing process now works, he says.

“If I look back where we were four years ago, If I was an employee, I deserved better,” Garg says.

Now it takes seconds to make purchases that used to take hours, even days.

“What I feel most satisfied by is that we have changed their lives,” Garg says of company employees, both those who make purchases and those who manage the programs that allow employees to buy stuff. “We have made both more productive. We have given them time back.”

• Read this case study on designing a modern service architecture for the cloud.
• Read this blog post on DevOps engineering practices.

The post How one Microsoft leader sparked an engineering team’s transformation appeared first on Inside Track Blog.