Performance through Human Resources: Empowering Microsoft's Success

1. Values and Performance through Human ResourcesRH TribuneStockholmMay 30, 2008

2. myMicrosoft Career Development One HR Framework to support Performance at Microsoft Reward Opportunity Management Excellence Enhanced Workplace Performance Management

3. Commitments at the hearth out of myMicrosoft Pay for Performance Performance Review Commitment Setting July/August Feedback Feedback Ongoing 1:1 Meetings Realign Commitments as necessary 1:1 Meetings Realign Commitments as necessary January - March Feedback Feedback Mid Year Career Discussion Ongoing focus on performance all year

4. Commitments – Alignment & Cascade down Area VP ready by May 9 Country General Managers by June 1 Directors and Managers by june 30 Individual Contributors by August 1 August 1 Commitment alignment links management accountability for results and the individual employee’s responsibility of making sure those results get delivered

5. The Microsoft Scorecard drives the content of the Commitments

6. http://Performance – landing page employee

7. http://Performance - commitments

8. http://performance – landing page manager

9. Commitment Ratings Exceeded • Employee performance evaluated relative to commitments (corp. guidelines: no “curve”) • Informs merit and bonus awards • Commitment rating communicated to employee during review discussion (period last week of July – September 15) Achieved Underperformed 3-point rating scale

10. Trust !!!!

11. Politics Religion Education Relationships Church Customers Developmental consciousness School HW SW Insecurity Time Focus on structures Focus on individuals Old Game Versus New Game Software Hardware

12. Being Respectful of others … • Respect foreachother time and agenda • Open agenda visible to all employees • Respectful of needs of departement • Attendance in office whenneeded • Respectful of eachother’svirtualpresence • Alone is NOT Isolated

13. EnhancedWorkplace • “A workplace directed at implementing • the new world of work vision” Transparant to each other. Output counts over input. Following the shift from a place to an activity Following the power shifts to the individual

14. Sowhat does thatmean ? • People work at Microsoft • Where they want • When they want. They determine the availability and the willigness to communicate • Collaboration remains key!

15. ONE WORD TO MAKE IT HAPPEN Unified Communications

16. Unified CommunicationsInnovative communications with revolutionary economics From proprietary networks and end user experience silos… to people-centric, software-enhanced communications

17. Identity And Presence At The Core Conferencing ApplicationIntegration VoIP Identity Presence AcrossNetworks InstantMessaging Workspaces AcrossDevices Email & Calendar

18. Presence? Presence gives the “green light” to interact Don’t disturb, I’m either concentrating or doing personal stuff I’m working but I’m out of the office please call me on my mobile I’m not working or I’m too busy to receive your communication I’m working and am happy to receive your communication

19. Identity And Presence At The CoreFrom within applications • Presence connects communications modes with people • Presence follows users (identity) – not devices

20. One Directory Single Identity Simple “1-click” to start a communication Provide context Name 1 Name 2 Name 3 Name 4 Name 5 Name 6 Name 7 Name 8 Simple “1-Click” to dial” Upgrade to voice Simple ”1-click” to start a conference Seamless ‘upgrading’ from 2-party (Peer-Peer) voice(or video, web) call to Multi-Party conference Upgrade to video

21. BeingRespectful and UnifiedCommunication – is thatpossible ? • Approachable • Constructive • Considerate

22. Performance Review Commitment Setting 1:1 Meetings Realign Commitments as necessary 1:1 Meetings Realign Commitments as necessary Mid Year Career Discussion Identity Presence At Microsoft we go forresults – accountabilityin an environment with respect for the individual – open & respectful