Human resources management is a constantly evolving sector, shaped by new work and organizational scenarios and the “disruptive” irruptions of digital and in cloud technologies.
«Over the past ten years, entrepreneurs, organisations and managers have found themselves witnessing a radical change within their “business context”. The revolution has been of a global, transversal and – in many respects – uncontrollable: paradigms, processes and models successfully used up until a few years ago, have turned out to be unsuccessful not adequately fulfilling emerging challenges.»
(What does an e-learning platform supporting Learning Agility consist of? On-line tools for flexible learning)
The report comes from the large consulting companies and it is summed up in the term continuous feedback, a new way of human resources performance monitoring, expressed through feedback mechanisms aimed to support consolidated annual review processes.
Continuous feedback… why?
Company communication as well as the exercise of leadership and the ability to engage its employees cannot be taken for granted. The rapidity of action makes it rather problematic to organize dialog openings, encounter opportunities fundamental to align business goals and strategies. In enterprise-category organizations, where the distance between senior and executive positions is greater, lack of interaction can be the cause of real misalignment in conducting business initiatives.
The logic of continuous feedback suggests steady interaction steps between manager/team leader and collaborators in order to define individual responsibilities, propose development strategies, and monitor performance and initiatives trends. From a sporadic encounter, interaction becomes a constant appointment, an engine to fuel interpersonal relationships within the organizational context, boosting performance and satisfaction of employees.
A systematic competition allows managers to define short-term goals, stressing out their priorities and suggesting, where it’s necessary, corrections and changes of direction. Feedback permits to have a clear definition of what is to be pursued and represents the basis for human resources coaching, both in relation to onboarding initiatives and the professional development of senior figures.
Continuous feedback is an innovative mode of organizational communication; the supporting technologies, an invitation to the vis-à-vis dialogue within the organization, aimed at making the competition more natural and kind of “physiological”.
Technologies to support the continuous feedback.
Continuous feedback platforms take on some features of social media, where confrontation between members is a viral mechanism: each action triggers the immediate reaction of the whole or a partial segment of population according to more or less cogent privacy criteria. The opportunity to make evaluations is manifested here within an ecosystem of entertainment and disengagement.
In the business environment, the technologies, supporting continuous feedback respond to different logic, have specific business goals, though assuming some peculiar features and some suggestions (simple design, smart architecture, rapidity of use) of social platforms they derive from, and marking a clear and distinct identity of the category.
Together for continuous feedback.
Managing and maintaining a high interest in a performance evaluation system is not that easy, especially if you want to achieve real organizational and personal improvements totally different from boring bureaucratic fulfillment.
Together‘s new continuous feedback module has the advantage of focusing on a constant and day-to-day confrontation between the manager and his collaborators or, generally speaking, between people not necessarily bound by rigid hierarchical schemes (We imagine an interdisciplinary team dedicated to a business project). It enables bottom-up check-in and control management to support evaluation processes (e.g. performance evaluation) and monitoring the dynamics of extra-organizational professional relationships.
Differently from traditional top-down evaluation modules, Together’s continuous feedback paradigm targets to stimulate competition, accustom managers to provide feedback and employees to request it in an informal and direct way.
For HR management, continuous feedback is an interesting tool, that helps to analyze company dynamics, climate, and team behavior, organizational branches, and individuals.
Every user qualified to the module will be periodically called on to express opinions and evaluations on specific business and organizational themes by means of alert mechanisms (email, banner or “push bells”, push notifications on the mobile app, and on personal social wall). On the other hand, each employee will be subject to evaluations by other members of the group in relation to his competences or activities associated with his position. Privacy settings follow the same logic of social networks, allowing users-administrators to segment the audience according to specific features (branches, professional groups, contractual qualifications, individual records).
By stimulating intervention on topics of collective interest, the system educates users to continuous interaction, emphasizing the need for dialogue and exchange inside and outside the portal.
Interaction and training.
In the field of training, giving feedback on the progress and development of employee skills is crucial, especially if the company is actively engaged in personnel development programs through the periodic delivery of training courses. In organizations with technology platforms for training management (see Together Jazz), check-ins may arise from participation in courses, obtaining new skills and competences, or simply from attending a meeting.
A library, managed by central users, will allow you to automatically collect and organize feedback requests related to each single event.
Automatisms to fuel the “culture of feedback”.
One of the fundamental differentiating factors of the new Together suite module is the ability to provide automatism to fuel the “feedback culture“, enabling automatic generation of interaction requests based on configurations available to HR managers.
It will be possible to “instruct” the system to automatically send some feedback requests without the need for a user to establish/ trigger the event; the purpose is to animate and fuel the digital environment of continuous feedback, accustoming users to continually contribute to life within the organization.
The triggering events from the system can be configured according to the company’s needs, and can coincide – as in case of the initiatives “activated” by a single user – with a reorganization, a new project, a change of role, new training initiatives, with a person joining a new team etc.
The automatic notifications mechanism keeps continuous the request for feedback and constant the interaction within the company. Employees become participants of organizational improvement.
Technology is set up as a professional exchange ground and a constant dialogue engine.
Together’s continuous feedback platform increases the value of Together HR (Human Resource Management) and Together Jazz (personnel training) solutions in view of a spuriously oxymoronic union between real and virtual interaction dynamics inside the organizational context.