Reward Blueprints: 'Many thanks for this report on pay in financial services (issue 92). I've had a quick read this morning and it's a very useful and comprehensive report.'
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