Reward Blueprints: 'We are very grateful that you are putting in so much effort to grow the reward profession by creating a repository of information. These reports are going to open up a whole new world of knowledge to a lot of our team.'
In 2013, Microsoft took a big step. It removed its previous system of performance management – which used a process known as 'stack ranking' to divide employees into five performance categories along a targeted distribution of ratings – and replaced it with a new approach to performance and development that emphasises collaboration, feedback and rewards for impact. According to Lisa Dodge, Director – Global Performance Programmes, the change – now covering its 112,00-strong workforce worldwide – has brought positive results, with over two-thirds of employees and managers expressing satisfaction with the company’s new approach in staff surveys.
Research and written by E-reward.co.uk