New Nestlé Policy Increases Pressure on Employees by Revising Performance Evaluation, Expanding Criteria to Six Levels, Raising Maximum Bonus to 150%, and Limiting Low Performance Rewards During Global Restructuring Process

Written by Caio Aviz

Published on 27/02/2026 at 18:52

Updated on 27/02/2026 at 18:53

Executivos analisam indicadores de desempenho após a Nestlé anunciar novo sistema de avaliação com bônus de até 150%.

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New System Raises Bonuses to Up to 150%, Reduces Payments for Unsatisfactory Performances, and Integrates Strategic Plan Launched in September 2025

Nestlé announced on February 26, 2026, a significant change in its internal performance policy, as confirmed by the company itself and initially reported by Bloomberg News on Wednesday.

The global manufacturer of brands like KitKat and Nescafé has implemented a new performance evaluation system, which expands rating levels and significantly alters bonus payment rules.

The decision comes as part of the restructuring process led by CEO Philipp Navratil, who was appointed in September 2025 to revitalize the Swiss food group.

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Internal Restructuring Redefines Performance Criteria

Since his appointment, Navratil announced a corporate transformation plan with relevant structural measures.

Among them is the announcement of cutting 16,000 jobs, in addition to reorganizing the portfolio to focus on four major business areas.

Furthermore, the company announced its intention to sell the remainder of its in-house ice cream operation.

In parallel, Nestlé continues to work on divesting its water brands and some vitamin brands.

In this context, the new evaluation model emerges as part of a broader strategy for operational efficiency and results focus.

New System Expands Levels and Alters Bonuses

The previous system operated with three performance levels.

Now, however, the structure will feature six classification levels, enhancing the detail of evaluations.

Employees classified at the highest level, termed “exemplary”, will be eligible to receive up to 150% of the bonus target, exceeding the previous limit of 130%.

On the other hand, employees rated as “unsatisfactory” will now receive between 0% and 50% of the established target, as officially confirmed by Nestlé on February 26, 2026.

According to the company, bonus targets vary between teams, respecting the specifics of each area.

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Company Seeks to Enhance Real Internal Growth

Since September 2025, Nestlé has also begun emphasizing the indicator known as real internal growth (RIG), which measures sales volume.

In 2025, according to corporate data released by the company itself, the RIG was 0.8%.

In light of this result, management seeks to boost organic performance in the upcoming operational cycles.

According to the company, the new system simplifies performance evaluation, development planning, and the feedback process.

The proposal, therefore, is to align individual targets with global strategic priorities.

Strategy Combines Financial Discipline and Operational Focus

The redesign of the bonus policy comes at a time of structural review for the company.

The plan announced since September 2025 combines cost reduction, portfolio reorganization, and greater discipline in performance management.

In this scenario, the new model reinforces the connection between individual results and corporate goals.

At the same time, the company maintains its commitment to adapt criteria according to the specifics of each team.

With this, Nestlé advances in its internal transformation strategy, seeking greater efficiency and sustainable growth.

In light of these changes, will the new bonus policy be able to stimulate sufficient productivity to elevate the company’s real internal growth in the coming years?

New Nestlé Policy Increases Pressure on Employees by Revising Performance Evaluation, Expanding Criteria to Six Levels, Raising Maximum Bonus to 150%, and Limiting Low Performance Rewards During Global Restructuring Process

New System Raises Bonuses to Up to 150%, Reduces Payments for Unsatisfactory Performances, and Integrates Strategic Plan Launched in September 2025

Internal Restructuring Redefines Performance Criteria

New System Expands Levels and Alters Bonuses

Company Seeks to Enhance Real Internal Growth

Strategy Combines Financial Discipline and Operational Focus

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New Nestlé Policy Increases Pressure on Employees by Revising Performance Evaluation, Expanding Criteria to Six Levels, Raising Maximum Bonus to 150%, and Limiting Low Performance Rewards During Global Restructuring Process

New System Raises Bonuses to Up to 150%, Reduces Payments for Unsatisfactory Performances, and Integrates Strategic Plan Launched in September 2025

Internal Restructuring Redefines Performance Criteria

New System Expands Levels and Alters Bonuses

Company Seeks to Enhance Real Internal Growth

Strategy Combines Financial Discipline and Operational Focus

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Great Atlantic Sargassum Belt has ceased to be a climatic phenomenon and has become a biological system that feeds on itself, with 8,000 kilometers in length, 37 million tons of algae, and scientists confirm that it is now permanent.

A British company has installed in the middle of the ocean the world’s first floating platform that generates electricity 24 hours a day from the temperature difference between the surface and the depths of the Atlantic, without relying on wind or sun.

China is building an artificial island in the middle of the sea, covering 20 km², to construct the largest offshore airport in the world, the Dalian Jinzhouwan. This $4.3 billion project is anchored on more than 3,000 pillars embedded in the rock beneath the ocean and is scheduled to open in 2035.

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