Recognize This! – Crowdsourced performance reviews year-round drive much more effective performance whilst creating powerful, positive cultures of recognition and engagement.
Performance appraisals are top of mind for me lately as we are all eagerly awaiting the release of my CEO’s latest book – The Crowdsourced Performance Review: How Social Recognition Transforms Performance Management.
Let’s face it. Nearly everyone admits the traditional approach for performance appraisals (in place for decades now) doesn’t work for many reasons and from everyone’s perspective. But what should you do about it?
Blessing White recently published an article in Fast Company with this perspective:
“Although performance appraisals appropriately focus on maximum contribution the organisation’s side of the engagement model), the greatest performance improvement results when an individual’s personal motivators, interests, and talents are taken into account. Yet rarely do performance appraisals address those elements. … So rather than trying to reengineer your performance appraisal discussion to tap into personal engagement drivers of employees, we suggest that you make sure
- Your appraisal process drives clarity of priorities and expectations and provides fair and useful performance feedback.
- Your managers understand that performance feedback should be immediate and year-round (even though they’re being monitored just once a year).
- You hold your managers accountable for addressing performance problems with clear action steps like performance improvement plans.
- Encourage and train your managers to talk with their teams the rest of the year–in career coaching conversations, onboarding discussions, and engagement reviews.”
This is precisely the approach that Eric Mosley offers in The Crowdsourced Performance Review. Indeed, this connection is what Jessica Miller-Merrill highlighted as most valuable about the book in her review on her Blogging 4 Jobs site:
“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-focussed 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.”
The Crowdsourced Performance Review is being released next week and Eric is leading a webinar himself on the book and the key arguments he makes in it. Wednesday, November 14th at 1:00 pm Eastern (10:00 am, Pacific; 18:00 GMT), join him for “How Social Recognition Transforms Traditional Performance Management.”
If you’d like a free copy of the eBook, leave me a comment on this post and I’ll be sure you get it when the book is released next week.
