Talent and Performance Development
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Talent and Performance Development
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Scooped by Deb Nystrom, REVELN
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Peer Performance Reviews - Reviewed

Peer Performance Reviews - Reviewed | Talent and Performance Development | Scoop.it
Some companies are doing away with traditional top-down, manager-led performance reviews and relying on the rank-and-file for employee evaluations.


The system provides more valuable information about each worker's performance than a review by just one person would, Mr. Garrity says. That's particularly true at Hearsay Social, because it has very few formal managers, most employees work across multiple teams, and leadership changes from project to project.


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"We are decentralizing as much decision making as we can, so we also need to decentralize reviews..." 

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"We are decentralizing as much decision making as we can, so we also need to decentralize reviews," says Steve Garrity, the chief technology officer.  at Hearsay Social Inc., a San Francisco-based social-media software company with some 90 employees.


But the process, which the firm plans to do twice a year, is also time-consuming and complicated, he says, and it may not work as the employee count grows. 


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...crowdsourced feedback may not provide better data....feedback may gravitate toward positive and negative extremes...

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...Crowdsourced evaluations go a step beyond traditional 360-degree reviews, which are generally more structured and often involve lengthy surveys.   


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 "...Another potential downside is "rating fatigue" and lower quality information..."

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But critics argue that crowdsourced feedback may not provide better data. Like online restaurant or product reviews, feedback may gravitate toward positive and negative extremes, says Tracy Maylett, chief executive of DecisionWise.   ...Another potential downside is "rating fatigue" and lower quality information, he adds.

Deb Nystrom, REVELN's insight:

Assessing the "why" of these processes are key.  For example, the goals of peer review may fit the type of work that happens in  team oriented cultures of a certain size.  360 feedback is also best for newer to mid-level managers, open to development.  ~  D

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David Hain's curator insight, July 16, 2013 4:11 AM

Fascinating experiment - hope it works!

Scooped by Deb Nystrom, REVELN
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Crowdsource Your Performance Reviews

Crowdsource Your Performance Reviews | Talent and Performance Development | Scoop.it

HR has lost confidence in the traditional review process. 


Forty-five (45%) percent of human resources (HR) leaders don't think annual performance reviews are an accurate appraisal for employees' work. And 42% don't think employees are rewarded fairly for their job performance.



HR has lost confidence in the traditional review process. Most people know that employees dread annual reviews, but when nearly half of HR professionals agree, it's clear we need a new approach to how employee performance is measured and evaluated.


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A group of independently deciding individuals is more likely to make better decisions and more accurate observations than those of an individual.

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...managers criticize the inflexibility and infrequency of a formal, forced process. It's an industry awakening to a system that is no longer effective on its own for the way companies and people are managed today.


For example, managers are tasked with using only their own observations and analysis to appraise employees, yet many don't have the tools to record pertinent events as they happen.


...Enter the wisdom of crowds — or crowdsourcing. A group of independently deciding individuals is more likely to make better decisions and more accurate observations than those of an individual.


Crowdsourcing, by leveraging social recognition data, is a better way for managers to collect, evaluate and share information on employee performance. In many leading organizations, it is already redefining performance management and transforming all of HR.


Why?


Recognition is something that comes naturally —...co-workers and peers can identify and reward desired behaviors and cultural attributes through unsolicited recognition, as they happen.


And unlike 360 degree reviews, which require ...provid[ing] a formal, forced review of an individual, crowdsourcing is inspired peer-to-peer performance feedback.


This stream of recognition...often appears in internal social newsfeeds, provides timely, measurable insights into your talent, top influencers and performers.



Deb Nystrom, REVELN's insight:

Note:  The suggestions in this piece work when the org. culture supports it - e.g. giving, learning, supportive, NOT competitive.   Crowdsourcing has downsides too, like becoming a popularity contest.


This is piece that reflects "pull" vs. "push" trends in performance work.  ~  Deb

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BPIWorld.com's curator insight, October 8, 2014 8:15 AM

This is exactly the coaching process created and deployed by Best Practice Institute and its new product, skillrater.com