Summary: A core value at Adobe is the belief that their people are their most important asset. However, employee surveys showed that their annual performance reviews were decreasing employee motivation. So Adobe reinvented the performance review system to focus on frequent, informal check$-$ins and real$-$time feedback that mattered most for employee development. Now it includes these steps:

$$ Each quarterly cycle begins with employees and their managers setting clear expectations to clarify employees$$ goals.

$$ Ongoing real$-$time feedback from supervisors, peers, and other employees addresses how employees are performing relative to their goals.

$$ Near the end of each quarter, employees discuss with their managers a summary of the areas where they performed well and those where they still have opportunities for development.

The new management approach has improved both accuracy and employees$$ perceptions of fairness, and turnover has decreased. The administrative workload for managers has also considerably decreased, and productivity and agility have improved. Many new hires mention that the unstructured performance review approach is a key differentiator from other employers$$ formal performance review programs. Adobe believes employees perform better when they know where they stand in the bigger picture, and the new system gives them both constructive criticism and positive reinforcement when they need it most.

$1.$ What are some benefits of more$-$frequent performance discussions?

$2.$ What are the benefits of asking employees to summarize what they did well and in what areas they need development rather than requiring the supervisor to determine this alone?

$3.$ What are some of the benefits of this new performance management approach to Adobe beyond those experienced by employees receiving more frequent feedback?

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