The “good deal” question that once prompted company-wide pay rises was excluded from the main results, and workers are not buying the explanation
Microsoft excluded its long-running “good deal” compensation question from the main results of its latest employee survey. Workers are questioning the decision on internal forums, with some noting a disconnect between positive survey data and widespread internal dissent.TL;DR
For years, one question in Microsoft’s internal employee survey served as a reliable pressure gauge. It asked whether staff felt they were getting a “good deal at Microsoft,” defined as “a reasonable balance between what I contribute to Microsoft and what I get in return.” When the scores dropped low enough, the company responded with significant pay rises.
When Microsoft released the results of its latest employee sentiment surveys, that question was nowhere to be found in the main report. Nor, employees noted, was a question about confidence in company leadership. Workers took to an internal message board to ask why, according to Business Insider, which viewed copies of the comments.
“Can you please provide clarity on whether or not the question has been removed and why,” one employee wrote in a post that attracted more than 200 thumbs-up reactions. Another replied with a meme from A Few Good Men: “You can’t handle the truth!”
A Microsoft employee whose title is “Head of Employee Listening” responded on the internal forum that the questions had not been removed. They were simply being asked in different surveys, sent to subsets of employees, “so we can cover more topics without increasing survey length,” according to the response confirmed by Microsoft.
The explanation did not land well. The “good deal” question had historically been reported as a headline metric. Burying it in a subset survey, regardless of the methodological rationale, removes the one number that the entire company could point to when compensation felt inadequate.
That number has a track record. In 2022, after low and declining scores on the question, Microsoft announced company-wide pay rises and increased stock awards. By 2023, the mood had shifted: the company froze salaries, cut 10,000 jobs, and redirected resources toward AI.
The broader survey results, drawn from 71% of employees and roughly 265,000 comments, painted a mostly positive picture. Employees reported feeling included in their teams, energised about their work, and aligned with Microsoft’s culture. The strongest-scoring item, at 88, was “I prioritise addressing security challenges in my role,” according to HR Grapevine.
But some employees said the results did not match what they were seeing elsewhere inside the company. “It seems like employees essentially have zero concerns about the company,” one wrote in a comment with more than 70 thumbs-up reactions, “but in every single public forum, AMA, petition, etc., thousands of employees are raising concerns about Microsoft’s contracts with the Israeli military, ICE, US military, and so on.”
The disconnect between survey data and lived experience is not unique to Microsoft. But at a company that has spent the past year offering voluntary retirement to 7% of its US workforce, tightening performance expectations, and pouring tens of billions into AI infrastructure, the gap feels especially pointed.
Under CEO Satya Nadella, Microsoft has committed more than $80 billion to AI data centres and compute capacity. It spent $37.5 billion in capital expenditure in a single quarter. Nadella has described the company’s 220,000-plus headcount as a “massive disadvantage” in the AI race.
That framing tells employees something specific about where they sit in the company’s priorities. When the one survey question designed to measure whether workers feel fairly compensated is no longer reported to the full company, the message is hard to misread.
Across the tech industry, the pattern is the same: record revenues, record AI spending, and a workforce being asked to do more with less certainty about what it gets in return. Microsoft may still be asking the “good deal” question somewhere, in some survey, to some subset of employees. But by removing it from the results everyone sees, it has answered it.
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