Jessica Miller-Merrell | , , , , , , , , ,| By
Blogging4Jobs readers can receive a free copy of The Crowd Sourced Performance Review by leaving a comment at the end of this blog. I’ll email you your copy.
The new majority workforce, Generation Y thrives working in collaborative and team environments. Companies have begun to adapt to this new management model. Employees have begun in many organizations 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 and collaboration of work. So why hasn’t the annual review, employee engagement process, or even recognition changed to reflect this management and team centered shift at work?
Teamwork in the Workplace and the Crowd Sourcing Model
That’s precisely what Eric Mosley, CEO and Co-founder of Globoforce discusses in his new book The Crowd Sourced 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 the sit down and 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
An annual employee performance review is one hour out of the 2,040 hours we as employees work during the year. We, as managers can’t possibly be able to articulate, motivate, or engage an employee in that one hour and then wait until the next year’s performance review. That’s where crowdsourcing the feedback and recognition process is so very powerful. I’m a firm believer in that it takes a village to raise a child and it takes a team to motivate, recognize, train, and grow a happy and productive employee. One manager can’t and shouldn’t do that alone, and that’s where the power of collaborative workplaces comes in. Gathering feedback from multiple sources gives us a better picture of the performance, strengths, and areas of improvement for ourselves and our employee.
Chances are our organization is already social. We’re focused on work teams and maybe we’ve implemented an internal social communication platform like Jive, Yammer, or IBM Connections in our organization allowing our employees to share, engage, and learn with one another. Shouldn’t the employee performance and development process be the same? Organizations fear these type of social collaboration tools and processes because it’s new. Things are changing, but the change is happening even if they don’t get on board. Employees are collaborating. We’re sharing information and insights with our friends and co-workers on external social platforms already. Conversations are happening, and our employees like that. Why not take advantage of a collaborative and engagement-focused model they are already familiar? I vote yes!
Creating a Social Recognition Culture
Eric calls this more formal recognition and relationship process built into your engagement and performance review “Social Recognition.” Social Recognition is not only about improving the annual employee review process but helping to drive a recognition culture within your organization. It’s one where employees are excited, productive, and happy to be at work, and it’s especially important when workplace stress and employee disengagement is at an all time high.
Eric’s book is available for purchase on Amazon or as a Blogging4Jobs reader, you can leave a blog comment, and we’ll email you a copy of the book for FREE. It’s an easy read that really gets to the point about how to drive and improve an organization using team focused recognition and improvement strategies.
FTC Disclosure: I received compensation for mentioning and reviewing the product listed above as part of one of the services I offer my clients. 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.