• Employee ownership raised motivation and retention.
• Key employees were given equity in lieu of high salaries.
• Equally well established was the linkage between individual
performance and reward.
• Performance objectives must be SMART.
• The disease model of management
• What did we learn? Or What could we have done better?
Forced evaluation curve
• Forced evaluation curve tied to 1-5 performance scale based.
25% employees 3 or lower
40% employees 3.5
35% employees 4 or higher
• Senior HR executive
" The beauty of this rigorous review system is that it has
become part of the fabric of Microsoft. People gripe and complain,but
our survey show that employees really appreciate that opportunity to
reset goals and get a view of how they are doing."
• Managers reviewed objectives every month or so eit each individual.
• 'I have no idea what my score to be,' it means their manager is
doing a poor job.
• All employees filled out performance review forms
• This went view email to manager who then developed his or her own
evaluation.
• Salaries at all ladder levels were set at the 50 th percentile___lower
than half of its major competitors.
• Manager scheduled the review session
3 or lower undesirable
2.5 out the door
4 or above good
4.5 or 5 honor
Exihibit 6....
• Managers also rated their subordinates for their eligibility for stock
options.
• Manager evaluated the employee on the scale of A to D
70%-100% A
40%-70% B
0%-40% C
Recruiting in 90s
• Gates constantly reminded his managers that Microsoft's past success
was inseparable from its success in hiring and retaining the best brains.
• 'Smart' remained the most important selection criterion.
25000 CV
8000 Shortlist
2600 target
800 invited
500 receive offer
400 accepted
• Yield rate in recent years had been increasing despite the growing
competition for graduates. Exhibit 8......
• Microsoft's rapid growth had long since outpaced its ability to recruit
primarily from college campuses.
Head Hunting
• 300 recruiting experts whose job was to identify the industry's most
talented people, build a realionship with them.
• "One day he will be ticked off with his current organization for
whatever reason. That day, he will call us."
• "Recruiting is Microsoft's No.1 core competency. We are after smart
folks who are fired up improving people's lives via software,
no matter where they live."
• " Young people are more willing to learn and come up with new
ideas".
Exihibit 9