Tim Sackett explains The #1 Way To Communicate Success of A HR Change!

Tim Sackett Worldwide FOT

Adobe recently changed their annual performance review process of the traditional once-per-year review to a more modern design of having frequent feedback throughout the year:

So, based in part on ideas crowdsourced from employees, Morris and her team scrapped annual evaluations and replaced them with a system called Check In. At the start of each fiscal year, employees and managers set specific goals. Then, at least every eight weeks but usually much more often, people “check in” with their bosses for a real-time discussion of how things are going. At an annual “rewards check-in,” managers give out raises and bonuses according to how well each employee has met or exceeded his or her targets. “Managers are empowered to make those decisions,” says Morris. “There is no ‘matrix.’ HR isn’t involved.”

A big change for any organization, for sure, but that’s not what this post is really about.  You see, Donna Morris, Adobe’s Sr. Global VP of People and Places could have easily just said it’s been a great success and shared stories from employees and hiring managers about how much they loved it. She could have shared retention metrics and employee engagement scores to show its success, but she didn’t. What shared did was absolutely brilliant! She shared this:

Read the whole post over at The Tim Sackett Project (an FOT contributor blog).