The Crowdsourced Performance Review: How to Use the Power of Social Recognition to Transform Employee Performance by Mosley, Eric;

Long description:

Praise for The Crowdsourced Performance Review:

"Take advantage of the technology and data available to you and turn the dreaded performance review into a powerful force for decision-making and culture-building by using the methods outlined in this clear and clever guide."
--Daniel H. Pink, author of To Sell Is Human and Drive

"Social technologies aren't just changing how people interact, they're fundamentally changing how businesses must engage with people inside and outside their organization. In The Crowdsourced Performance Review, Mosley shows HR and business leaders whya 'groundswell' approach for employee recognition is the key to driving better employee performance. This is one of the most innovative enterprise uses of crowdsourcing I've seen."
--Charlene Li, founder of Altimeter Group,author of Open Leadership, and coauthor of Groundswell

"In what is easily the most comprehensive and provocative Globoforce book to date, Mosley lays out a clear vision for how modern recognition systems can be integrated with performance management. This is one of the most interesting, innovative, and potentially important new approaches to performance management that I have seen in many years of working on this topic."
--Gerald Ledford, Senior Research Scientist, Center for Effective Organizations, Marshall School of Business, University of Southern California

"The Crowdsourced Performance Review should be at the top of every HR professional's reading list. It shows convincingly why the traditional performance reviewdoesn't work and how social recognition is the key to a performance system that actually makes an impact."
--Kevin Kruse, Forbes Leadership columnist and bestselling author of Employee Engagement 2.0

"As a pioneer in multirater feedback, I love Eric's new application! Social media comes to visit the performance appraisal. Many minds can be better than one! Read this and find out how."
--Marshall Goldsmith, author of New York Times bestsellers MOJO and What Got You Here Won't Get You There

Fix the Performance Review with the Wisdom of Crowds!

Today's most successful companies are transforming their predictable "one-way" review processes into dynamic, collaborative systems that apply the latest social technologies. Instead of a one-time annual evaluation of performance, managers and employees receive collectivefeedback from everyone across their company. It's all achieved through crowdsourcing, and it generates more accurate, actionable results than traditional methods.

With The Crowdsourced Performance Review, you'll create a review system that gathers the feedback of many, so you can make better, more informed decisions. And this new model is simpler than you think. It's based on three innovations:

CROWDSOURCING: Applying the same techniques that companies like Apple, Angie's List, and Zagat use to inform customers, you can gather the same kind of data to inform managers.

SOCIAL MEDIA TECHNOLOGIES: The most revolutionary communication tools since the telephone, these technologies have singlehandedly created a new language of business.

ORGANIZATIONAL CULTURE: When managed well, it's one of the most effective tools for building and maintaining a competitive advantage.

These three assets come together for the purpose of evaluating performance in the practice of social recognition--a system in which all employees recognize each other's great work on a daily basis. Social recognition creates engagement, energy, and even happiness in a company--leading to the ultimate goal of aPositivity-Dominated Workplace.

Praise for The Crowdsourced Performance Review:

"Take advantage of the technology and data available to you and turn the dreaded performance review into a powerful force for decision-making and culture-building by using the methods outlined in this clear and clever guide."
--Daniel H. Pink, author of To Sell Is Human and Drive

"Social technologies aren't just changing how people interact, they're fundamentally changing how businesses must engage with people inside and outside their organization. In The Crowdsourced Performance Review, Mosley shows HR and business leaders whya 'groundswell' approach for employee recognition is the key to driving better employee performance. This is one of the most innovative enterprise uses of crowdsourcing I've seen."
--Charlene Li, founder of Altimeter Group,author of Open Leadership, and coauthor of Groundswell

"In what is easily the most comprehensive and provocative Globoforce book to date, Mosley lays out a clear vision for how modern recognition systems can be integrated with performance management. This is one of the most interesting, innovative, and potentially important new approaches to performance management that I have seen in many years of working on this topic."
--Gerald Ledford, Senior Research Scientist, Center for Effective Organizations, Marshall School of Business, University of Southern California

"The Crowdsourced Performance Review should be at the top of every HR professional's reading list. It shows convincingly why the traditional performance reviewdoesn't work and how social recognition is the key to a performance system that actually makes an impact."
--Kevin Kruse, Forbes Leadership columnist and bestselling author of Employee Engagement 2.0

"As a pioneer in multirater feedback, I love Eric's new application! Social media comes to visit the performance appraisal. Many minds can be better than one! Read this and find out how."
--Marshall Goldsmith, author of New York Times bestsellers MOJO and What Got You Here Won't Get You There

Fix the Performance Review with the Wisdom of Crowds!

Today's most successful companies are transforming their predictable "one-way" review processes into dynamic, collaborative systems that apply the latest social technologies. Instead of a one-time annual evaluation of performance, managers and employees receive collectivefeedback from everyone across their company. It's all achieved through crowdsourcing, and it generates more accurate, actionable results than traditional methods.

With The Crowdsourced Performance Review, you'll create a review system that gathers the feedback of many, so you can make better, more informed decisions. And this new model is simpler than you think. It's based on three innovations:

CROWDSOURCING: Applying the same techniques that companies like Apple, Angie's List, and Zagat use to inform customers, you can gather the same kind of data to inform managers.

SOCIAL MEDIA TECHNOLOGIES: The most revolutionary communication tools since the telephone, these technologies have singlehandedly created a new language of business.

ORGANIZATIONAL CULTURE: When managed well, it's one of the most effective tools for building and maintaining a competitive advantage.

These three assets come together for the purpose of evaluating performance in the practice of social recognition--a system in which all employees recognize each other's great work on a daily basis. Social recognition creates engagement, energy, and even happiness in a company--leading to the ultimate goal of aPositivity-Dominated Workplace.

Table of Contents:

Contents
Introduction
Three Innovations
Globoforce
PART 1: IMPROVING PERFORMANCE WITH THE WISDOM OF CROWDS
1: The Traditional Performance Review and the New Global Workplace
Information Overload
Search-Led Information Processing
Move from Synchronous to Asynchronous Search
It’s Twitter’s World
The Young Want It All—and They’re Right
The Work Stream
Human Resources Overwhelmed
The Troubled Traditional Performance Review
A Single Point of Failure
A Narrow Range of Information
A Flawed Rewards Structure
The “Objective” Illusion
Traditional Performance Reviews Only Observe a Small Set of Behavior
The Traditional Review Is Difficult to Scale
Traditional Reviews Do Not Inspire Engagement
The Trouble with Technology
Stack Ranking: Reviewing at the Extreme
Can This System Be Saved?
2: Crowdsourcing and Human Resources
All Kinds of Crowds
Networks Give More Information
Many Subjective Opinions = A Picture of Performance
A Culture of Collaboration: What Does Cloudsourcing Mean for Human Resources?
3: The Currency of Happiness
What Makes Happiness?
Life, Liberty, and the Pursuit of . . . a Paycheck?
Recognition as an Indicator of Company Health
Employees Expect More Than a Paycheck
The Positivity-Dominated Workplace
4: Crowdsourcing Performance with Social Recognition
Coping with Change
Incentives vs. Recognition
Two Forms of Motivation
The Recognition Moment
Three Trends to Watch
5: The Business Case for Crowdsourcing
Recent Changes in Work and the Workplace
A Culture of Recognition
Recognition and Management Service
Recognition Supports Two Kinds of Culture
Recognition Supports HR Budgets
Crowdsourced Feedback Deepens the Dialogue
Voluntary Participation Is Key
PART 2: PUTTING THE CROWDSOURCED PERFORMANCE REVIEW INTO PRACTICE
6: How Recognition Supplements the Traditional Performance Review
Social Architecture Supports Culture
The Social Graph
Bringing Social Recognition into the Workplace
The Heroic Leader Meets Dunbar’s Number
Implementing Social Recognition
Don’t Discard the Traditional Review Entirely
Years of Service Awards
7: Putting the Crowdsourced Performance Review into Practice
The Generic Performance Review
Prepare for the Review
Combine the Best of the Traditional and Crowdsourced Reviews
Discussing Money, Perks, and Promotions
Performance from a Team Perspective
What about Negative Feedback?
8: Improving Performance after the Review
Dealing with Gaps in Recognition
When Recognition Is Absent
Encouraging Personal Growth
Performance Management and Career Paths
Preparing for the Unexpected
PART 3: THE FUTURE OF PERFORMANCE MANAGEMENT
9: Big Data, Crowdsourcing, and the Future of HR
Diving into Data
The Meaning of Unexpected Signals
Using Data to Unlock Hidden Value
The Benefits of Data Visualization
A Compensation Revolution
10: A Vision for 2020
Employees: Crowdsourcing Compensation
Managers: Finally, a Real Performance Narrative
Executives: A Complete Social Narrative of Performance
HR: The Rise of Reputation Capital
Lifelogging the Organization
Appendix: Implementing Social Recognition
Executive Sponsorship, Defined Goals, and Frequent Communication
Establish a Single, Clear Global Strategy
Frame the Goals of a Social Recognition Practice Early
Align Social Recognition with Company Vales and Strategic Objectives
Create an Opportunity for All to Participate
Harness the Power of Individual Choice
Include Recognition in a System of Total Rewards
Cash vs. Noncash Rewards
Include Recognition Activity in MBO Targets
Understand Zero-Value Awards
Does Everyone Get an Award?
Recognition and the Marketplace
What You Need for Social Recognition
Notes
Index