Improving a Successful Performance Management System: Adobe`s Check-In Experience
| Case Code: HROB273 Case Length: 13 Pages Period: 2012-2024 Pub Date: 2025 Teaching Note: Available |
Price: Rs.400 Organization: Adobe Inc. Industry: Technology & Communications Countries: United States Themes: Performance Management, HR Automation HR Policy,Reporting & Dashboards |
Abstract Case Intro 1 Case Intro 2 Excerpts
Excerpts
Introduction of Check-In
Recognizing the inefficiencies and negative impacts of the annual performance review system, Morris formed a global team to revamp it completely. She led the global team of over 10 leaders, including VPs and senior managers from areas such as business partnering, compensation, organizational development, talent development..
Initiatives Taken During Implementation
To transition smoothly from traditional annual performance reviews to the Check-in model, Adobe offered managers and employees comprehensive training and resources. In addition to guiding managers on setting expectations and providing feedback to their team members, the company also directed and made them responsible for employee compensation. With Check In, managers were given a budget that they had to allocate to employees based on their performance and contributions..
Results
After a year of implementing the Check-in model, Adobe experienced a positive impact at the employee level, manager level, and the overall organizational level..
Digitization of Check-In
Adobe’s Check-in model fostered intentional and consistent dialogue between managers and employees, usually conducted in person, and focused on forward-looking conversations. For about a decade, this approach provided employees with the clarity they needed to succeed in their roles and support their career growth..
Road Ahead
Performance management systems are implemented across organizations of all sizes, varying from informal methods in smaller companies to more structured, formalized procedures in larger corporations. Among the various human resource initiatives aimed at boosting performance, performance measurement systems are often seen as the least effective..
Exhibits
Exhibit I: Check-in Framework
Exhibit II: Step 1 of Check-in Framework – The Expectations Discussion Guide
Exhibit III: Step 2 of Check-in Framework - The Feedback Discussion Guide
Exhibit IV: Step 3 of Check-in Framework - The Development Discussion Guide
Exhibit V: Depiction of New Digital Check-in Model
Exhibit VI: A Comparison of Adobe’s Traditional PMS and Digital Check-In Model
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