Employee Reviews

Just got out of a two-hour meeting to talk about the new review process here at Microsoft.  I join all my fellow 'softees in congratulating our new(ish) HR VP Lisa Brummel in abolishing the curve (forced distribution of appraisal scores).  I think this new system will go a long way in eliminating some of the negative aspects of the former system.

In the training, they mentioned that the existing system has been around for 15 years.  It started up about a year after I started, so it's really all I ever knew.  This new system will require a lot more attention to setting commitments, and better employee-manager interaction.  All in all, a very, very good thing. 

I honestly thought this was one of those "sacred" things this company would never change.  It's evidence to me that cultural change is possible at any level.  We'll see how well it goes over this review period. 

Comments

[Snstersquirrel]

Hey John,

So how is the new system going to work compared to the old? (If you are allowed to give details).

Are you exicted about the changes? Good for the Xbox department?

Just really curious how the system works :)

(We are starting to talk about company grading scales/relationship management within our marketing classes...Hence my curiosity)

-JH

[Jonathan]

John,

In all the books I've read about Microsoft, working for MS, etc the
rating system was touted as a great way to encourage competition
for the top spot. Do you think that was the case or did the rating
system hinder top performers? It seems that team members are encouraged
to push and failure is a part of that, but how often do team members
work to "not fail" rather than "drive success"?

What would your "perfect rating system" be as a boss? as an employee?
I've never been a fan of "bell curves", since I think they hurt times
when you have a team of highly successful members. In fact, in the
old rating system it would seem that you'd want to work in a relatively
successful tema where you're the most successful individual within
the team.

[Wena]

Definitely positive news. We're using the forced distribution curve. It works for the 1st few years but after that, it's even harder to have employee motivation and competition at that level. Especially when there are people with different team-player skills.

If you can, do blog a bit about it. :)

[sanateseri]

Definitely positive news. We're using the forced distribution curve. It works for the 1st few years but after that, it's even harder to have employee motivation and competition at that level. Especially when there are people with different team-player skills.

If you can, do blog a bit about it. :)

[Cat]

Hi there,

I feel compelled to add my two cents about the forced distribution curve.

My company (a Midwest-based manufacturing firm) also uses the dreaded curve.

My recent annual review consisted of, "Sorry, we have to assign x number of people to the bottom 10%, and because you had a disagreement with a coworker last August, you get a big fat zero." Seriously? No cost-of-living increase, even? Nope.

(I suspect part of the issue is that I'm a technical writer attached to an engineering group that is perpetually short staffed, so losing an engineer is a big deal.)

Anyway, feh.

Talk about killing morale. I'm not even remotely interested in showing improvement at this point. In fact, I'm updating my resume and looking for a company that recognizes good work and encourages its employees to take initiative. Gads, I might as well work for Uncle Sam if this is how it's gonna be...

Sigh.

Cat