One of the world's biggest field forces, finally comparable.

What was wrong

Each business unit judged its people its own way. Pay, bonuses, promotions and moves were all decided in separate corners, with nothing in common between them.

What we built

A 136-skill framework that bends to fit very different jobs while still measuring the same things. One shared language, across every country they work in.

What changed

• Performance: HR can see which teams and which people are above the bar and which are under it, anywhere in the group.
• Incentives: Bonus money goes to the behaviour that actually moves the numbers.
• Moving people: Somebody in one country can be moved into a job in another, with evidence behind it.
• Hard conversations: Where performance is persistently low, there is a written record to point at.
• Succession: Strong people surface wherever they work, not just where somebody noticed them.

Where they are now

Every target we agreed was met, and the people using it liked it. One picture of the whole workforce, kept up to date.