How Social Recognition Transforms Performance management

Transcription

1 fix THe Performance review WITH THe WIsDom of crowds! How Social Recognition Transforms Performance management By ERIC MOSLEY Co-Author of the Critically Acclaimed Book Winning with a Culture of Recognition

2 contents introduction the troubled traditional PeRFoRMance ReView Social Recognition is the SolUtion implementing Social Recognition a ViSion FoR about the author SoURceS

3 The Crowdsourced Performance Review // 1 InTroDUcTIon The traditional performance review is frozen in time. Its design is outdated and its implementation typically mediocre. Unless you The problems with the traditional review are serious and already been strengthened by decades of repetition. performance and stimulates underperforming employees to the opposite effect. i and address critical changes in the way we work. Let s consider the qualities that make the traditional review so problematic by imagining a standard performance review as it

4 2 // The Crowdsourced Performance Review manager meet once a year to discuss the employee s work goals and behavior. The employee is rated on how well he or she has performed It sounds something like this: talk about where your work was great and where you might be able to improve. We ll go through your goals on this form and work. Perhaps they ll chat from time to time about the goals

5 The Crowdsourced Performance Review // 3 the performance review has plodded along in the same format since any surprises since you ve been steadily getting great feedback all year. Your contributions have been recognized around the company by your peers. Here s your copy of the formal report. I m particularly proud of the way you act on our values of his presentations so much better? I was traveling that week but I could see the difference in his work. It s that kind of initiative agreed with the award s sentiments. It showed how much my contribution is valued by the whole organization. The project

6 4 // The Crowdsourced Performance Review old format. IT IS BASED ON ACTIONABLE DATA opinion. and companies. The data can be generated through hundreds or observers the employees themselves as well as managers. These insight about an individual s overall performance than any number of traditional review reports.

7 The Crowdsourced Performance Review // 5 IT HAS MULTIPLE SOURCES OF FEEDBACK that practice that we will discuss in greater detail in chapter 1. In to the new style of review.) This shared responsibility inspires the the employee in his or her job. IT REVIEWS PERFORMANCE IN REAL TIME Constant feedback is a best practice that busy managers too often publicly just days after her achievement. IT USES TECHNOLOGY TO MAKE REVIEWS MORE EFFICIENT

8 6 // The Crowdsourced Performance Review matches the vast changes in business trends and technology. review has not kept up with the profound changes in business over the last three decades. a BeTTer review about every product and service is published across the Web. Speed barriers to imitation and entry have all created relentless pressure

9 The Crowdsourced Performance Review // 7 The Power of Habit, retail transactions to predict if a shopper is pregnant. ii even the most mainstream business leaders talk openly about values openly about how its culture of service is a competitive strength. iii THe rise of crowdsourcing In the last decade we ve seen the rise of a fascinating trend: the marriage of data from multiple authoritative sources with individual opinions from the general populace to create an entirely new form of List

10 8 // The Crowdsourced Performance Review channels and habits of communication. Facebook LinkedIn people sharing information with many others in innumerable ways the new language of business. thinking and technology. The crowdsourced performance review system will set performance objectives that adapt to changing business recognize the importance of employee engagement and assess employee performance from many sources the

11 The Crowdsourced Performance Review // 9 render detailed analyses of performance on a host of them directly to overall performance metrics such as preserve the strengths of the traditional performance review. employee performance on a daily basis. Social recognition adds to travel of local service providers. than one person alone could make. The phenomenal growth of markets and changing the way we do business. for company culture. It promotes desired behaviors and discourages proportionate to their impact.

12 10 // The Crowdsourced Performance Review often the manager hasn t seen it and the eyewitnesses don t have management responsibility or accountability to reward or recognize that behavior. To democratize performance recognition is to give everyone a stake in performance improvement. social recognition: a cultural solution The holy grail of performance management is a culture that behaviors known to every employee. Leaders in every successful company speak of its culture. Culture is what inspires people to do things they wouldn t do in a different environment. in his bestselling book How: Why How We Do Anything Means Everything encourages positive behaviors even more than Management by The traditional performance review is structured to list goals and behaviors at the beginning of the year and to judge performance what about goals and behaviors that cannot be predicted? Business

13 The Crowdsourced Performance Review // 11 company from top to bottom is focused on revenue growth. Months how can managers quantify an employee s efforts in this initiative? How should managers rate an employee on January s revenue goals there s no time to change every job description. are encouraging each other to respond to the change of priorities.

14 12 // The Crowdsourced Performance Review they re able to measure how individuals and groups responded to the emergency. Wouldn t it be great if the performance management process actually created the culture it was designed to measure? Social recognition is sometimes viewed as a measurement system. You can look at the analytics and see who the top performers are. By its very those attributes. Social recognition is a values propagation system as well as a measurement system. traditional performance review is broken.

15 The Crowdsourced Performance Review // 13 Myth: The traditional performance review renders an accurate description of the quality of the workforce.

16 14 // The Crowdsourced Performance Review about THe author as the innovator in the employee recognition industry since the company s beginning. His the company and the industry. some of the largest and most admired companies in the world. His work has been published in such varied publications as Harvard and Fortune, and the critically acclaimed book Winning with a Culture of Recognition he established himself as an accomplished Internet consultant

17 The Crowdsourced Performance Review // 15 about globoforce has since become the world s leading provider of social recognition motivate their employees. Innovative companies around the world strengthen company culture. By changing the way company leaders think about recognition success lies in its realization that the wants and desires of every highly personal. With the industry s largest selection of local companies overcome geographic and cultural barriers to motivate and business leaders can take a strategic approach to recognition

18 16 // The Crowdsourced Performance Review productivity. and its unique approach to recognition is available on the company s website at

19 The Crowdsourced Performance Review // 17 sources i Psychology Today < >. ii Amazon.Web < >. iii Harvard Business Review. 10 Feb Web < >. iv <>. v The Academy of Management Executive vi The Academy of Management Executive

20 18 // The Crowdsourced Performance Review vii SHRM: Society of Human Resource Management. Web < >. viii < >. Vanity Fair Web < ballmer>. is mediating between entrepreneurs needing funds and millions of potential investors. IEM Iowa Electronic Markets The University of Iowa. Web <>. The Wisdom of Crowds Print. The Wisdom of Crowds Print. Building a Magnetic Culture: How to Attract and Retain Top Talent to Create an Engaged, Productive Workforce

21 The Crowdsourced Performance Review // 19 The One Minute Manager. Stanford Graduate School of Business <3>. 1 percent of payroll is 10 percent of bonus allocation Strategic Road Map for Employee Performance Management 2012 Strategic Road Map for Employee Performance Management on the answer to the question Would you recommend this company to focused on employee engagement.

22 thank you for reading this excerpt from The Crowdsourced Performance Review. Discover how social recognition transforms performance management and provides a new approach to evaluating talent. GET THE ebook TODAY! Copyright 2012 Globoforce Limited All rights reserved. No part of this book may be used or reproduced in any manner whatsoever without the written permission of Globoforce Limited. Printed in the United States of America. For information, contact Globoforce, 144 Turnpike Road, Southborough, MA