As a career HR practitioner, I have been involved with many types of performance evaluations. I’ve worked at companies where they are very important and tie directly to compensation and promotions and I’ve worked where they don’t. Being part of the broader online HR community has also brought many discussions into my life about this topic. It has also been a topic we’ve debated at HRevolution in the past.
Fast forward to 2013 and he again brings forth a forward-thinking view on performance reviews. Listen to Eric talk about the reasoning behind the move to crowdsourcing performance feedback and the benefits to your organization.
How do you feel about influence? Do you actively try to map it in your organization? Over the last few months, I’ve begun to hear this theme come up more and more in the workplace. To me, this is like the puzzle piece we’ve been missing. I became more personally interested in it when I met Josh Letourneau of Knight & Bishop earlier this year. Today I’m at the Conference Board’s Senior HR Executive Conference and it appears to be a theme they are picking up on as well.
Eric Mosley, Chief Executive Officer of Globoforce presented one of the finest sessions I’ve seen all year. I’d like to share some of the items he covered regarding the internal social networks in organizations and the impact of tracking the relationships.
The discussion began around how the word “social” means different things to different companies. It’s one of those words that is everywhere lately, much like innovation. So, the first step has to be defining what the word social means in your organizational culture. For purposes of his discussion, social did not just mean social network platforms. It mainly meant the internal network that we each have in our organization in order to share information.
Globoforce sees the benefit of tracking and identifying the internal social network and are doing so through social graphing. It allows the leaders to see who the influencers are and which employees are breaking down the silo barriers. This is where using social network analysis comes into play. By visually charting the connectedness of employees throughout your organization, you begin to see where there are the greatest synergies and where the opportunities lie. From a succession planning aspect, you also begin to promote not just based on who is “next in line”, but you see who actually adds the most value from a connectedness standpoint. It will also indicate where your vulnerability lies because if you lose key influencers, it can fracture department relationships.
Eric talked about how the size of the organization can impact these relationships. Imagine you have 3,000 employees or even 30,000. It is not possible to share information easily among this number of employees in an efficient manner. According to Dunbar’s number, the amount of relationships humans can absorb is 150. Think how that impacts your workplace. If you could identify the influencers, you could use them as the focal points in information sharing. That would make those 3,000 or even 30,000 much more integrated in the organization’s communication. It would also bring those employees much closer.
If you believe like I do that influence does not come from holding a specific title and that organizations need to do a better job of identifying their influencers, I encourage you to connect with Globoforce. They are also doing amazing things with regard to identifying recognition via social graphing.
What are your thoughts? Do you have any sources we should all know about around influence? Share them in the comments.
*Thank you to The Conference Board for hosting me at the Senior HR Executive Conference. As always, the opinions are all my own and I look forward to sharing more key learning points from this year’s conference!