Adobe Systems’ successful business transformation to a cloud-based business with a subscription model required significant shifts in infrastructure, mindsets and practices. Listening deeply to leaders, managers and employees, Adobe’s employee experience team abolished the annual performance review process for a light-weight performance management approach that provided more flexibility in a fast-paced environment. Adobe’s approach, called Check-in, removed complexity and bureaucracy that didn’t serve the business but focused on the “critical few” activities that supported business growth. This wasn’t just a process change but a different level of engagement from leaders, managers and employees with a greater sense of ownership and responsibility. Angela Szymusiak will share the underlying philosophies behind the design, how Adobe integrated Check-in into its people practices and the change management strategies used for a successful implementation

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Frequently
Asked
Ques0ons

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Lessons Learned from Adobe’s Performance Management
Revolution
ANGELA ARVIZU SZYMUSIAK

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Poll
What is your familiarity
with Adobe’s business,
products and
employment brand?

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EXPERIENCES MATTER
MORE THAN EVER
8

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TRANSFORMING
HOW BUSINESSES
COMPETE
EMPOWERING
PEOPLE TO
CREATE
Our Strategy
9

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Adobe’s Solutions
Adobe Document Cloud Adobe Experience CloudAdobe Creative Cloud
Adobe Sensei
10

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$7.3B
FY2017
Revenue
Adobe is one of the largest and
most diversified software companies in the world
.
35
Years of
revolutionizing industries
~4,000
Patents*
78%
Of employees work in
LEED certified
workspaces
~18,800
Employees in
37 countries
* As of December 2016
$37.8M
Given to the
community in 2016
11

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13

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Brand & Employer Recognition
14

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Poll
What is your
performance
management status?

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Re-Design by Crowd Sourcing
16
We want YOUR opinion!

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Engaging Stakeholders
Executive
Team
Sr.
Leaders
Manager
s
Employee
s
Employee
s
executive team
Executive
Team
Manager
s
Manager
s
Manager
s
Executive
Team
Employee
s

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To Drive PerformanceCheck

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Key Principles of Design Principles
19
• Simple, light weight
• Flexible in timing (when) and method (if documented,
how)
• No victim mentality
• Delegate ownership of perf mgmt. to managers
• HR’s role changed to one of coach and trainer
• Manage to the top of the class, not lowest common
denominator

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Rewards Check

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Tracking Progress
21
Measurement

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Change Management Strategy
• Involve stakeholders throughout the design
process in an iterative process
• Provide ongoing communication
• Leverage the perspectives of a cross-functional
design team
• Partner with your brand marketing team
• Design a comprehensive, integrated plan –
communications, training, ongoing HR support
model

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To Drive Performance
Chec
k
Public Check-in Site: www.adobe.com/check-in

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To Drive PerformanceCheck

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