CROWDSOURCING PERFORMANCE FEEDBACK

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Let’s Start with…

Why?

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Meet my Why…In the form of Matt

Watch “Awkward Performance Review” at: http://www.youtube.com/watch?v=gdp4sPviV74 From VitalSmarts

So what was missing?

Matt needed to hear the TRUTH!

VERITAS

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And we have to believe…

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Quid est veritas? – Pilot circa 33 C.E. (Jn 18:38)

(so what is truth?)

Validate(e.g., validate the use of a

selection assessment)

The key is to gather lots of data from

Multiple Sources

Verify(e.g., verify your source in

Journalism)

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Back to Matt…so who was at fault here?

Our answer should be…

Matt?His Manager?

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EVERYONECouldn’t Matt’s friend/co-worker have helped too?

And what about others?

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A crowdsourced Approach to Performance

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Because if you think about it, we all have just one job…

1. Keep things simple…

DELIVER VALUE EVERYDAY

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1. What can I do to deliver value?2. How am I doing?

And to do that, we just need to keep asking 2 Key Questions:

2. How am I doing?

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1. What can I do to deliver value?

We have 2 Key Questions and 2 Tools to answer them

Goals Feedback

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Feedback

The key is feedback that is…

Relevant and Helpful

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Feedback

Why do we rely entirely on our managers to do this?

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Someone I report to

Someone who reports to me

Someone I partner with

on work

Someone who is a recipient

of my work

Wouldn’t it be better to gather feedback from Multiple Sources:

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THIS IS CROWDSOURCED PERFORMANCE FEEDBACK

SO WHAT ROLE DO OUR MANAGERS STILL

PLAY IN A CROWSOURCED PERFORMANCE

APPROACH?18

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As managers, we still have 3 key roles to play in enabling performance:

1. Guide2. Coach3. Advocate

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As managers, we have 3 key roles to play in enabling performance:

1. We Guide our associates in selecting and setting their goals and by helping them identify who else to source “Relevant Feedback” from.

2. We Coach by providing our own “Relevant Feedback” to our associates.

3. We Advocate for our associates with others when they demonstrate success and add value.