Jessica Miller-Merrell | , , , , , , ,| By
Don’t miss Eric Mosley’s killer session on Wednesday at the SHRM Annual Conference at Wednesday from 10-11:15 AM and visit the Globoforce booth, 3342 and talk to Eric about how his new book is shattering old performance and recognition paradigms.
Social is the New Recognition & Recommendation Letter
Having just finished my webinar today on Beyond Facebook. How to Reach & Recruit Your Millenial Workforce, I’m fresh from research regarding all things Generation Y. The new majority workforce, Generation Y thrives working in collaborative and team environments, and they love to provide input, engage and communicate with their mobile phones. Companies have begun to adapt to this new management model. Employees have begun to take a more consultative approach with work teams and project teams. These play a major role in driving innovation, efficiency, and the new social business along with collaboration of work. The idea of crowdsourcing the performance review turns the good ‘old employee recognition letter sideways and upside down again.
HR and workplace business leaders seems to think this really may be the case with 74% of human resources practitioners agreeing that a crowdsourcing employee recognition and performance model would drive more results and workplace productivity. The survey results which are a joined effort between both Globoforce and SHRM is available to download here. They provide some great insights into how working as a team can be utilized one of the most uncomfortable and least effective HR and manager’s processes, the annual performance review.
TEAMWORK IN THE WORKPLACE AND THE CROWDSOURCING MODEL
That’s precisely what Eric Mosley, CEO and Co-founder of Globoforce, discusses in his new book The Crowdsourced Performance Review. The book discusses the current disconnect with the old employee performance review model still being used by managers in the new collaborative and engagement-focused workplace. What I like most about the book is that Eric provides real-world scenarios and dialogue that happens between employee and manager. For business leaders and managers who are uncomfortable or unfamiliar with implementing a new process or shift in how we rate and view employee performance more from a collaborative standpoint, I find the dialogue extremely helpful. Managers can test drive real world scenarios and think through verbiage, conversations, and possible questions from their employees before they sit down and deliver a more formal performance review and evaluation meeting. We know there is almost nothing worse as an employee to have a sit down with your boss and find out they don’t have any insights or answers because they haven’t done the homework upfront.
EMPLOYEE FEEDBACK AND RECOGNITION IS FLUID AND SOCIAL
Every piece of the workplace is social from lunch to employee orientation to your team conferences calls. People are chatting, providing input and interacting together until we seek the private confines of our office to work, develop and write the dreaded employee performance review fully realizing that since we only see our employee a few hours a day if even at all, we do not have the full picture of what type of employee, teammate or work they really are at all.
Your organization is already social whether you want it or not. People want to work, live and do business with people they know, like and trust. In a healthy workplace, our employees partake in after hours happy hour and genuinely enjoy working and spending time together. Ideas are shared, projects completed and deadlines met often times without any insights, information and input from team members or outside parties as part of an employee performance review. Something has to change… today.
CREATING A CULTURE OF SOCIAL RECOGNITION
While manager feedback is important, Eric shares in his book that an employee performance should include what he calls “Social Recognition.” Social Recognition is not only about improving the annual employee review process but helping to drive a recognition culture within your organization. Happy workers are healthy workers who come to work each day as their best selves ready to the best work they can for your organization. And isn’t what that what we really want from our employees anyway? We want them to retain them through engagement and development making for happy and productive employees. The crowdsourced model of recognition does exactly that. We need a formal workplace process but the interactions, engagements and peer reviews are already taking place likely on an informal and unmonitored platform like Facebook, Twitter or other social network.
Eric has a killer session on Wednesday at the SHRM Annual Conference at Wednesday from 10-11:15 AM and a book signing directly after or you can come by the Globoforce booth, 3342 and talk to Eric about how his new book is shattering old performance and recognition paradigms. You can purchase his book on Amazon by following this link.
FTC Disclosure: I work with Globoforce. They serve as my client. Regardless, I only recommend products or services I use personally and believe will be good for my readers. I am disclosing this in accordance with the Federal Trade Commissions 16 CFR, Part 255: Guides Concerning the Use of Endorsements and Testimonials in Advertising.