Not a Member? Get access to HR news and resources that you can trust.
Don't leave the task of calculating total cost of workforce to the finance department.
Is your employee handbook ready for the changing world of work? With SHRM’s Employee Handbook Builder get peace of mind that your handbook is up-to-date.
60+ new SHRM Seminar dates in 10 U.S. cities and virtually.
Expand your influence and learn how to become an effective leader -- Join us in Phoenix, AZ, October 2-4, 2017.
Audio: Donna Morris on the one skill that every HR Professional needs to remain competitive in today’s HR environment.
Leaders at Adobe, the digital media giant based in San Jose, Calif., pride themselves on running a forward-thinking company. So why, asked Donna Morris, should managers spend so much time writing reviews that look backward?
“Performance management evolved from the 1950s and 1960s, and the workforce is not the same,” says Morris.
That’s why, in 2012, she made the bold move to eliminate all ranking sessions, labels and long-winded appraisals. She replaced them with a simplified process called Check-in—which boils down to a series of conversations.
Employees work with their managers to set expectations for themselves that align with the company’s business objectives, and managers support them through structured conversations every other month to review objectives, provide feedback and give employees what they need to succeed.
Last year, Morris focused on ensuring seamless integration of the new approach. “We anticipate in 2015 to engrain Check-in as core leadership capability,” she says.
If HR owns performance management, it’s incumbent on us to fix or disrupt process. It may seem easier to make tweaks than to eliminate the reviews altogether, but we need to make sure our discipline isn’t holding people back. We must evolve as companies evolve.
Focus on whether this is right for your company. When we integrated this, we were going through a lot of other changes, and it aligned with our broader transformation.
Since introducing our new approach, we have had lower attrition than we did prior to making these changes. Our
involuntary attrition has actually gone up—but we view that as positive in this context. Our new approach ensures transparency around expectations. It has enabled us to ensure that people know where they stand in real time.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Join SHRM's exclusive peer-to-peer social network
SHRM’s HR Vendor Directory contains over 3,200 companies