“Tell me now, right now …and change”

How do we manage performance (i.e. give and receive feedback, set objectives and coach) inside the new conversational context?

What does the new conversational context mean in today’s organizations?
People everywhere are tweeting, posting, communicating, connecting in real time. There is an authenticity of commentary and break-down in formal hierarchies. The need for immediate feedback that  this all brings, drives changes right now in how we are running our performance reviews and sharing with our people whats working and what isn’t.
Put these together and its telling us, we need authentic feedback in real time that can be shared openly in order to immediately build improvements into the processes, products or behaviors, before the day is even over.
Apps that allow this immediate feedback to be gathered, authentically and diplomatically and shared quickly enough to influence changes that can impact the outputs of current projects are going to be those that are adopted.
Today I heard about just such a system, developed by a small business … and the entrepreneur in me, lit up with excitement. I will share what I learn as I explore this market offering and feedback to you what I glean in real time.
@BelindaMorris www.peoplescapehr.com
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