This Month Only! >> $20 off and a FREE SHRM tote with your membership and code TOTE2018!
Sign up for free email newsletters and get more SHRM content delivered to your inbox.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
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.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Become a SHRM Member
SHRM’s HR Vendor Directory contains over 10,000 companies