Measure What Matters: How Google, Bono, and the Gates Foundation Rock the World with OKRs

by John Doerr

Adobe Performance Management, Then and Now BEFORE: The annual performance review AFTER: Check-in Setting priorities Employee priorities set at the start of the year and often not revisited. Priorities set and adjusted with manager regularly. Feedback process Long process of submitting accomplishments, soliciting feedback, and writing reviews. Ongoing process of feedback and dialog with no formal written review of documentation. Compensation decisions Onerous process of rating and ranking each employee to determine salary increase and equity. No formal rating or ranking: manager determines salary and equity annually based on performance. Cadence of meetings Feedback sessions inconsistent and not monitored. Spike in employee productivity at the end of the year, timed with performance review discussions. Feedback conversations expected quarterly, with ongoing feedback becoming the norm. Consistent employee productivity based on ongoing discussions and feedback throughout the year. HR team role HR team managed paperwork and processes to ensure all steps were completed. HR team equips employees and managers to have constructive conversations. Training and Resources Managed coaching and resources came from HR partners who couldn’t always reach everyone. A centralized Employee Resource Center provides help and answers whenever needed. Adobe Before-and-After Chart

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