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WorkSimple Social Goals Takes Agile Approach to Social Performance

March 17, 2012

As salesforce.com rolls out product offerings with Rypple that focus on the needs of executive to manage employee performance, WorkSimple´s Social Goals continues to drive the Social Performance industry´s highest adoption rate with an employee-centric, agile approach.

San Francisco, CA (PRWEB) March 16, 2012

Social Performance is not only finding rapid adoption in enterprises large and small–it´s still evolving as Social Performance industry pioneers WorkSimple and Rypple continue to roll out new innovations.

Indeed, two companies are leading the Social Performance charge: WorkSimple (http://www.getworksimple.com), and salesforce.com´s Rypple. But WorkSimple takes an employee-centric approach that´s driving the highest adoption levels in the Social Performance industry.

Salesforce.com recognized the importance of enterprise social networking by following Yammer with Chatter. Now the CRM giant, is recognizing the importance Social Performance. Marc Benioff, chairman and CEO of salesforce.com, said the company is seeing “unstoppable demand for the social enterprise as companies see their customers and employees become more social and mobile by the day.” And John Wookey, executive vice president, advanced applications at salesforce.com, says the company´s social enterprise strategy is “at the root of the broad-based transformation and innovation we are seeing from customers today.”

“For Social Performance to work for the social enterprise, it has to work for every individual employee–not for an HR process,” said Morgan Norman, cofounder and CEO of WorkSimple. “Social Performance has to become habit-forming for employees. That means simplicity is key for adoption. Social Performance is are picking up where SuccessFactors and Taleo left off.”

“WorkSimple´s Social Goals is a new way to drive performance at the employee level. It´s part of a new breed of applications that focuses on getting work done collaboratively while fostering employee engagement and recognition,” said Yvette Cameron, vice president and principal analyst at Constellation Research. “Social Goals provides an opportunity to engage every worker by building a results-driven culture that connects individuals and teams, supports goal and initiative management across groups, surfaces the status of tasks and projects to a broad audience, and enables feedback and recognition around work activities.”

Traditional performance management relies heavily on annual performance reviews. But there is now global acceptance that performance reviews–like SuccessFactors and Taleo–do not engage the workforce or improve the bottom line. In fact, many employees resent the annual appraisal.

The answer to revolutionizing traditional performance management, however, is not bolting social features on to an application employees don´t consider valuable to their career. The key to social performance systems is, rather, being both valuable to an employee´s career management and simple to use. Performance Management today accomplishes neither goal. Norman says too often enterprise software companies bolt on so many features to a platform–or embed them into an existing platform–that it becomes cumbersome and even confusing for employees.

Josh Bersin, CEO and president of talent management consultancy Bersin & Associates, said the whole market for performance management software is shifting in a new direction: “Yes, companies do implement performance reviews, but frankly they hate the whole process–so they want the process to be more informal, more social, more dynamic, and more integrated with collaboration, rewards, knowledge sharing, and general office productivity tools.”

WorkSimple takes the pain out of annual performance reviews. WorkSimple helps HR pave a new road that´s more empowering and more engaging for employees. Unlike top-down models, employees drive Social Performance. It´s not just about management, it´s about every helping every employee set goals and track their progress toward accomplished goals–and then get feedback and recognition from coworkers and managers.

“To really make a change in this industry you have to look at the problem differently. When you begin with the employee´s success in mind, you can then produce a simple and useful product. And it has paid off: WorkSimple has the highest usage and adoption rate in the Performance Management industry,” says Ben Moore, cofounder and CTO of WorkSimple. “For the first time ever in performance management, WorkSimple has made employees the primary advocates for platform. WorkSimple has even helped our customers recruit all star talent that wants to work at a company that embraces transparency, results, and career advancement.”

Want to learn more about Social Performance and Social Goals? Download WorkSimple´s ebooks: “The Definitive Guide to Social Goals: Everything Your Company Needs to Know about Social Performance” and “Guide to Social Performance: 10 Requirements for Building Your Performance Culture in 2012 and Beyond.”

Supporting Resources:

For more information on this release, please visit http://getworksimple.com/tour/getting-started

Website: http://getworksimple.com

Sign Up: http://getworksimple.com

Pricing: http://getworksimple.com/pricing

Follow WorkSimple on Twitter http://twitter.com/getworksimple

About WorkSimple

WorkSimple is the Social Performance platform that works the way we do today. Built for individuals, small teams and large global organizations alike, WorkSimple is a better way to share goals, collaborate, get and give feedback, and get endorsed. The Personal Edition is always free and includes Social Goals, Portfolio, Endorsements, Media Sharing, LInkedIn Integration, WorkSimple Group & Business, WorkStory, Social Goals, Praise, Get Verified, Feedback, Focus Boards, and Activity Steams. Customers can pay to upgrade for additional functionality including Goal Reviews, Goal Score, and Influence. Get started at http://getworksimple.com.

For the original version on PRWeb visit: http://www.prweb.com/releases/prweb2012/3/prweb9291184.htm


Source: prweb



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