PERFORMANCE

CHECK INS
TERM 5- TRPM
INTRODUCTION – Performance
CHECK-INS
• Continuous performance management instead of long annual
reviews.
• Series of regular conversations between managers and employees-
about current projects, progress & goals throughout the year.
• Frequency : Weekly/ monthly/ quarterly
• Best practises to Implement Check ins :
-Customize w.r.t culture.
-OKR’s and goals
-Adding core values
 IMPORTANCE/BENEFITS OF
PERFORMANCE CHECK-INS

Provides Continuous Motivates

Drives
direction learning employees
Employee
engagement -employees’ - Re evaluation of -boost morale leading
shortcomings and goals to organizational
-Regular frequent opportunities is
communication leads to -Remain aligned with productivity.
identified and
engaging conversations. corrected. organizational goals -help in course-correct,
- Employer & Employee - Create functional fix mistakes, create
on the same page strategies sense of satisfaction
 IMPORTANCE/BENEFITS OF
PERFORMANCE CHECK-INS

Improves Employee Reduces pressure on

Welfare
-provides safe environment
- Management’s empathetic side
is seen, gives employee feeling
of value and motivates them
Manager development
- Managers-> better leaders,
can get constructive
feedback from employees.
End of year review
-ability to correct the issues
whenever they arise
-reduces chance of potential
mistakes
- Lesser stress and pressure
during annual reviews
INDUSTRY EXAMPLE - ADOBE’S
CASE
• 2012-Donna Morris, Adobe’s Senior Vice President of People resources, faced the issue of complex and bureaucratic heavy
paperwork consuming more time w.r.t annual performance reviews.
• It created barriers of teamwork and innovation and many employees felt undervalued and uninspired.
• Announced in media on abolishing annual performance review format- made frontlines in Economic Times of India.
• After many meetings and alterations, Adobe introduced check ins- an informal ongoing dialogue between managers and
their direct subordinates- making employees feel more engaged and empowered.
• Check ins were not scripted, no paperwork but always conducted
• 3 CHECK IN Phases:
-Expectations: Managers set clear expectations to help employees achieve business and personal goals.
-Feedback : Managers and employees provide each other with two-way ongoing and constructive feedback to improve
performance
-Development: With support from their manager, employees drive their own growth and development.
ADOBE’S CHECKIN TOOLKIT
 ADOBE’S PERFORMANCE
MANAGEMENT: BEFORE AND
AFTER
CRITERIAS BEFORE: ANNUAL PERFORMANCE REVIEW AFTER: CHECK INS
Setting Priorities Employee priorities set at the start of the year and often Priorities discussed and adjusted with
not revisited manager regularly
Feedback process Long process of submitting accomplishments, Ongoing process of feedback and dialogue
soliciting feedback and writing reviews. with no formal written review or
documentation
Compensation decisions Heavy process of rating and ranking each employee to No formal rating or ranking; manager
determine salary increase and equity determines salary and equity annually based
on performance.
Frequency of meetings Feedback sessions- inconsistent, not monitored. Spike Feedback conversations- weekly, quarterly,
in employee productivity at the end of the year, timed or monthly. Consistent employee
with performance review discussions. productivity based on ongoing discussions
and feedback throughout the year.
HR team role HR team manages paperwork and processes to ensure all HR team equips employees and managers to
steps were completed. have constructive conversations.
ADOBE’S CASE: OUTCOME
• A 180 degree turn in terms of giving people the material they need to
improve their performance and change course.
• Feedback – viewed as gift
• 30% reduction in voluntary attrition
• 50% increase in involuntary departures- who aren’t meeting
expectations
• Most of the 80000 hours spent on Annual reviews retained back.
• Employees motivated- productivity increased.
THANKYOU
- BOOMIKA SHERENE A (F20132)