The Crowdsourced Performance Review: How to Use the Power of Social Recognition to Transform Employee Performance

by Eric Mosley

Praise for The Crowdsourced Performance

"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 why a '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 review doesn'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 collective feedback 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

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

Genres: Business

273 pages, Kindle Edition

First published January 1, 2013

About the author

Eric Mosley, the author of The Crowdsourced Performance Review, is the co-founder and CEO of Globoforce. Eric has been directing the path of Globoforce as the innovator in the recognition industry since the company's beginning. His vision to raise employee recognition from a tactical, unmeasured, and under-valued effort to a global strategic program with clear measures for performance and success is now being realized in some of the world's largest and most complex organizations. Eric's work has been published in such publications as Harvard Business Review, Fast Company, Forbes, and Fortune, and he has also presented at industry and investment conferences around the world. Eric is also the co-author of the critically-acclaimed book Winning with a Culture of Recognition.

Prior to joining Globoforce, Eric established himself as an accomplished Internet consultant and architect having held varied management and technology roles in CSK Software, Bull Cara Group and Logica Aldiscon. He holds a bachelor's degree in Electronics, Computers and Telecommunications Engineering from the University of Dublin, Trinity College.

Reviews

[Bharath · Rating 3 out of 5]

The book does very well to bring out the issues in current performance management practices in most companies. Much of it is common knowledge though. Importance of incorporating social recognition is discussed in good detail and is comprehensive. However, it does not to my mind over a comprehensive framework to address all current issues, and also not cover the expectations in the future in the face of changing work dynamics very well. However, would be of interest in companies and practioners looking at how they can incorporate a social recognition program

[Kate Loritz]

This is an older publish date, however it is still relevant. Performance management is a never-ending journey, and in order to attract and retain the best talent, organizations need to ensure their PM philosophy and strategies match company culture, values, and how they are marketing themselves to external candidates. I say this because if you are advertising a collaborative environment where everyone contributes to success (perfect for crowdsourced reviews), yet only managers are rating performance, there is a big disconnect and employees will quickly change their behavior to match the culture of whose opinion matters to their ratings and bonus, instead of upholding the culture of collaboration.

[Sue Learn · Rating 3 out of 5]

Good book that was easy to read. I only wish more time was spent discussing the "nuts and bolts" behind the social recognition system. For example, did employees log into a portal to leave awards or was this done on paper that HR loaded into a viewable system? With responsibility for a mature, small to medium sized company, where IT resources are tied up, what suggestions would the author have to pull this off without having this kind of software available?

[Brittany · Rating 4 out of 5]

Read the first chapter. Very clear and easy to follow. Very good arguments.

[Ralph Roosmalen · Rating 3 out of 5]

Interesting book, easy to read. One question is unanswered for me: how to get people involved? It would have been nice as the author would have shared some best practices.