In the world of social networking (sites like Facebook and Twitter), people love to get feedback on what they are doing. But in the world of performance evaluation, this becomes a traumatic experience.
is why some companies are taking a page from the networks to make assessments more fun and useful. The consultant for Accenture, he developed Performance Multiplier, a Facebook-style program in which, among other things, employees put status updates, photos and two or three objectives to accomplish, which can be viewed by their peers. Or a new venture called Rypple, which allows short questions (Twitter style) on the performance, in exchange for anonymous feedback.
This type of initiative seeks to improve the dreaded annual evaluation process, to become a continuous process in real time. The traditional evaluation process is unpleasant because it is designed from above, instead of being designed with the employee's needs in mind. Have regular conversations with the employee, so you know where you stand, you can make the annual assessment is unnecessary.
assessments can become more dynamic and democratic processes. Rypple software, for example, allows employees to put brief questions (up to 140 letters) as "how was my presentation?" Or "how I can organize your meetings?". The questions were sent to managers, colleagues or anyone who the employee selected. The short and anonymous responses are collected and delivered to the applicant, acting as a 360-degree feedback quickly and easily. The basic service is free, the premium version includes technical support, security extra analysis on the most discussed topics.
Accenture system (used internally, but they expect to sell to their customers), focuses more on motivating employees to evaluate. It closely resembles the corporate network, but it is expected that everyone put a couple of goals short in your profile, and a new pair every quarter. If they do, their chiefs are reported. The system constantly requests the document and setting employee goals. The company expected to improve the formal discussion.
One of the first advantages identified in this type of system is that most requests for feedback comes from managers who want to know about their own performance. Those who improve initially, then, will head.
Source: http://www.businessweek.com/magazine/content/09_12/b4124058284261.htm
This is a summary of the article "Evaluation of performance, Facebook-style" published on March 23, 2009 in Business Week.
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