As Microsoft's former VP of HR, here are 4 things I would never do as an employee

• Chris Williams is the former VP of HR at Microsoft and podcaster, consultant, and TikTok creator.
• He says to never expect loyalty from the company and to never offer loyalty to them, either.
• Williams also says don't ask for a raise: "The minute you ask, you're starting from a position of weakness."

I was VP of HR at Microsoft and have seen a lot of employees make some basic mistakes. Here are four things I'd never do as an employee.

1. Offer or expect company loyalty

I'm not sure it was ever really the case that companies truly rewarded loyalty, but it is most certainly not the case today.

Even when loyalty is recognized, it's usually personal loyalty, from one individual to another. And with people moving jobs so often that kind of loyalty rarely endures.

Don't expect the company to reward your seniority in your paycheck. Don't expect them to promote you based on simply your longevity. And don't expect your company to be sympathetic to your years-long tenure when the layoffs are looming.

They are going to treat you as part of a cold business calculation. A simple exchange of value (see number 2 below). The question is often, "What have you done lately?" Given the high-pressure world of finance and economics, it's wrong to expect otherwise.

So don't expect loyalty from your company, and don't offer your own. You're guaranteed to be disappointed.

If your long tenure helps you understand the company and your position better, use that to be more useful. Don't just expect a reward for your endurance.

And if you can find a better role, however you define that, in some other position at some other company, take it. Don't let a sense of unrequited loyalty hold you back.

Because you should never be more loyal to a company than they are to you.

2. Ask my boss for a raise

The minute you're asking for a raise, you're starting from behind. From a position of weakness. Of asking for something as if it was a favor to you.

The conversation you should be having is about a clear value exchange.

You provide the company with this value, and the company should reciprocate. That's how they think about it, about you. That's how you should present it.

Don't talk about market value. Don't talk about other people and what they get. Don't ask for it because you need it or have a family to support.

Spend the time to calculate to the best of your ability, the value you generate on behalf of the company. Detail the output you create, the revenue you generate, the savings you realize, and so on. Be clear on the dollar value, on the return on their investment in you.

Present this to your boss. Come from a position of strength, of pride in your contribution. Then discuss how the company can return a fair share of that value to you.

3. Make empty threats

In the same vein, never make a threat you don't fully intend to follow through on.

• Don't threaten to leave without another job you'd gladly take already in hand

• Don't threaten to take legal action if you've not already explored what that means with an attorney who's willing to take the case (and you can afford it)

• Don't threaten your boss or the company in any way unless you intend it to be the last thing you do there.

Because they'll very likely take you up on it.

Once you've turned to threats, the mutual respect of your relationship with your employer is gone. You've made that quite clear. And they are likely to simply be happy to have you out of there.

So only threaten to leave or fight if you really mean it. And expect the worst.

4. Ask for help unprepared

When you turn to someone for help, be well prepared before you ask. This goes for every kind of help, whether that's help in doing your job, help making a decision, or even help from your manager or HR to resolve a difficult situation. Go into the conversation with clarity around your options and your asks.

Spend the time to carefully understand the situation, document the history, and outline the choices. Explore the problem in detail so when you do turn for assistance, you're able to make a clear and specific ask, not just some vague plea for help.

If you're facing a difficult situation with a colleague, for example, make sure you document everything. Save every email, take notes after every meeting, and clearly write down every issue as it occurs. Save those on your personal devices and have them at hand if you do need to take them to HR. That way you can be sure that you have the issue well documented and clearly defined.

I'm not a big fan of the old line used by some managers: "Don't come to me with problems, come to me with solutions." That is often simplistic and not productive. But I certainly do want you to clearly understand the question.

Not only does the process of preparation help you to be clearer when you do ask for help, it may get you to a decision or resolution on your own.

And in any case, when you do make the ask, you'll be more confident and clearer about what you know, what you need, and what you're asking for.

Chris Williams is the former VP of HR at Microsoft and a leadership advisor, podcaster, TikTok creator, and author.