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When Adobe introduced its continuous feedbackmodel, “Check-In,” the change represented a significant shift in howperformance and development were approached across the organization.
What made this shift effective was not only thechange itself, but how it was communicated.
Adobe began by clearly framing why the shift wasnecessary, using data to show that traditional performance reviews weretime-consuming and often ineffective. This created immediate relevance for bothmanagers and employees.
Rather than stopping at the announcement:
● Managers were equipped with guidance totranslate the change into practice
● Employees were given clear expectationson what would change
● Communication continued beyond launchthrough reinforcement
The result was not just understanding, butadoption. Adobe reported saving approximately 80,000 manager hours annuallywhile improving engagement and performance conversations.
What IC teams can learn
Initiatives become part of organizational lifewhen communication supports interpretation, reinforcement, and behavioraladoption.
Reference:
Trisca,L. (2025, October 1). How Adobe revolutionized its Performance ManagementSystem (and how you can do it too). Deel. https://www.deel.com/blog/employee-performance-reviews-at-adobe/
