Comments on: Go Social, Get Results http://www.dachisgroup.com/2010/01/go-social-get-results/ The future of business lies in the intentional creation of a dynamic business culture that empowers all its constituents to exchange value. We call this social business design. Sat, 31 Jul 2010 03:03:53 -0500 http://wordpress.org/?v=2.9.2 hourly 1 By: Jesse Goldman http://www.dachisgroup.com/2010/01/go-social-get-results/comment-page-1/#comment-1199 Jesse Goldman Fri, 22 Jan 2010 15:22:17 +0000 http://www.dachisgroup.com/?p=24575#comment-1199 Bryan, you are correct - many of our customers want the ability to share anonymous feedback, but we do also provide a way for people to have more effective face-to-face conversations. In this way, we can cater to different company cultures. For those cultures that use anonymous feedback, one of the outcomes we've been seeing is that it can get more face-to-face conversations started. For example, managers review anonymous feedback with their team in staff meetings, and use it to resolve issues that may not otherwise have surfaced. To Steve's point below, I'd also be interested in POV's on the role of anonymity in business. Bryan, you are correct – many of our customers want the ability to share anonymous feedback, but we do also provide a way for people to have more effective face-to-face conversations. In this way, we can cater to different company cultures.

For those cultures that use anonymous feedback, one of the outcomes we’ve been seeing is that it can get more face-to-face conversations started. For example, managers review anonymous feedback with their team in staff meetings, and use it to resolve issues that may not otherwise have surfaced.

To Steve’s point below, I’d also be interested in POV’s on the role of anonymity in business.

]]> By: Brandon Klein http://www.dachisgroup.com/2010/01/go-social-get-results/comment-page-1/#comment-1187 Brandon Klein Thu, 21 Jan 2010 20:54:59 +0000 http://www.dachisgroup.com/?p=24575#comment-1187 We use anonymous feedback every week for every engagement project. It is instantly published for all of our contractors/knowledge workers to see. Instead of being fully anonymous, it is written by a 'process facilitator' whose sole job for the week is to manage the intricacies of the team. They can then decipher the anonymous feedback that is given by all members of the team and more therefore more accurately help the contractor/kw manage and improve upon their work the next time round. We are still along way from the next generation of 360 feedback. We have lots of little tips and tricks we do for positive feedback, but still haven't mastered critical feedback. We use anonymous feedback every week for every engagement project. It is instantly published for all of our contractors/knowledge workers to see. Instead of being fully anonymous, it is written by a ‘process facilitator’ whose sole job for the week is to manage the intricacies of the team. They can then decipher the anonymous feedback that is given by all members of the team and more therefore more accurately help the contractor/kw manage and improve upon their work the next time round. We are still along way from the next generation of 360 feedback. We have lots of little tips and tricks we do for positive feedback, but still haven’t mastered critical feedback.

]]> By: Steve Golab http://www.dachisgroup.com/2010/01/go-social-get-results/comment-page-1/#comment-1186 Steve Golab Thu, 21 Jan 2010 20:24:02 +0000 http://www.dachisgroup.com/?p=24575#comment-1186 Very cool. Thanks. I'd be interested in hearing from any managers who have tried it both ways. What is their POV on the role of anonymity in next generation business world? Very cool. Thanks. I’d be interested in hearing from any managers who have tried it both ways. What is their POV on the role of anonymity in next generation business world?

]]> By: Bryan Menell http://www.dachisgroup.com/2010/01/go-social-get-results/comment-page-1/#comment-1184 Bryan Menell Thu, 21 Jan 2010 20:13:43 +0000 http://www.dachisgroup.com/?p=24575#comment-1184 Couldn't agree more on the people front, Steve. It's easy to focus on technology, and lose sight of the importance of people and process issues. While I'm not totally familiar with all parts of the Rypple technology, I think anonymous feedback is only one part of the equation. In some company cultures, honest upward feedback may be awkward or have unintended consequences. Having the <strong>option</strong> to provide anonymous feedback when it's appropriate is probably a pretty solid customer requirement for Rypple. Couldn’t agree more on the people front, Steve. It’s easy to focus on technology, and lose sight of the importance of people and process issues. While I’m not totally familiar with all parts of the Rypple technology, I think anonymous feedback is only one part of the equation. In some company cultures, honest upward feedback may be awkward or have unintended consequences. Having the option to provide anonymous feedback when it’s appropriate is probably a pretty solid customer requirement for Rypple.

]]> By: Steve Golab http://www.dachisgroup.com/2010/01/go-social-get-results/comment-page-1/#comment-1182 Steve Golab Thu, 21 Jan 2010 18:48:04 +0000 http://www.dachisgroup.com/?p=24575#comment-1182 Hey Bryan. People development is the secret sauce for high performance businesses for sure. I love all of your advice, but I'm still not entirely clear about the anonymous feedback part. In our business, owning your words is essential because anonymous feedback is exceptionally hard to make sense of. I've been told by many consultants that providing a channel for anononymous feedback is a best practice, though I'm still not convinced. My concern is the message it sends to your organization - an assumption that management can't be trusted, and that is not always the case. Hey Bryan.

People development is the secret sauce for high performance businesses for sure. I love all of your advice, but I’m still not entirely clear about the anonymous feedback part. In our business, owning your words is essential because anonymous feedback is exceptionally hard to make sense of. I’ve been told by many consultants that providing a channel for anononymous feedback is a best practice, though I’m still not convinced. My concern is the message it sends to your organization – an assumption that management can’t be trusted, and that is not always the case.

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