Podcast
Questions and Answers
Microsoft's new approach to performance management is referred to as 'performance management' rather than 'performance and development'.
Microsoft's new approach to performance management is referred to as 'performance management' rather than 'performance and development'.
False
The formal annual performance review was replaced with more formal but regular performance conversations between managers and employees.
The formal annual performance review was replaced with more formal but regular performance conversations between managers and employees.
False
Ratings were abolished in Microsoft's new performance management approach.
Ratings were abolished in Microsoft's new performance management approach.
True
Gap Inc's 'Grow.Perform.Succeed' (GPS) system is used for all employees worldwide, with no modifications.
Gap Inc's 'Grow.Perform.Succeed' (GPS) system is used for all employees worldwide, with no modifications.
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Microsoft's employees are required to have at least four Connects a year.
Microsoft's employees are required to have at least four Connects a year.
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Gap Inc's GPS system involves a once-a-year, formal review process with a fixed distribution curve.
Gap Inc's GPS system involves a once-a-year, formal review process with a fixed distribution curve.
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The reward conversations in Microsoft's new approach are combined with the regular performance conversations.
The reward conversations in Microsoft's new approach are combined with the regular performance conversations.
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Microsoft's previous system of performance management used a process called 'stack ranking' to categorize employees into three performance categories.
Microsoft's previous system of performance management used a process called 'stack ranking' to categorize employees into three performance categories.
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The old system was intentionally designed to distract employees with their ratings.
The old system was intentionally designed to distract employees with their ratings.
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Gap Inc's GPS system focuses on providing employees with a fixed distribution of ratings.
Gap Inc's GPS system focuses on providing employees with a fixed distribution of ratings.
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Gap Inc's GPS system has resulted in a reduction of working hours and dollars spent on tasks that do not drive performance.
Gap Inc's GPS system has resulted in a reduction of working hours and dollars spent on tasks that do not drive performance.
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Microsoft removed its previous system of performance management in 2014.
Microsoft removed its previous system of performance management in 2014.
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