We are retiring the 2.5-5.0 rating scale and introducing a three point Commitment Rating scale of Exceeded, Achieved and Underperformed. ... There will be no forced distribution (i.e. curve) associated with this commitment rating, which allows managers and employees to have a more candid discussion about performance.See also this WashTech article that blamed the forced rank reviews and compensation based on forced rank for poor morale at Microsoft.
We're planning to provide on-campus access to a variety of services, including laundry and dry cleaning, grocery delivery from Safeway and opening convenience stores -- all of which are designed to ease the burden given the hectic pace of life. We will expand and upgrade dining services adding great new retail food in select cafes, dinners to go from Wolfgang Puck and other services. We are also arranging discounts on a variety of home services including house keeping, yard care, pet care, auto services and more.
See also my previous post, "Early Amazon: Just do it", where I said, "While merit pay sounds like a great idea in theory, it seems it never works in any large organization ... It never makes people happy."
See also my previous posts, "Free food at Google" and "Microsoft cuts benefits".