Today, your performance review is based on things like sales numbers or percentage of goals met, set by the manager. Tomorrow, though, it could be based on something that until now has remained ephemeral: organizational and social influence.
How strongly your voice is heard and responded with-in and out of organization has relevance in your perfromance and is direclty a part of an organization’s brand!
Salesforce.com’s Chatter, an organizational collaboration platform, released a new feature this spring called Influencer. It purports to measure how influential you are within your company, by tabulating, for example, how your fellow workers respond to the items you post to your corporate social network.
Senior management can look up who the most influential people are in various departments and bring them in for a briefing ahead of time, in the hopes they’ll be able to evangelize the system to their peers.
At Salesforce.com itself, CEO Marc Benioff has invited the company’s top 20 influencers on Chatter to the retreat he hosts offsite for the company’s top executives. Some were 22- or 23-year-old engineers, and were put on stage for a couple minutes each to talk about innovation and what we as a company should be doing.
Not only how influential people are with in the organization, also how active evangelists employees are on forums outside has its own importance. Highly influential employees are a direct link to a brand. Some organizations have stringent policies in place that prevents employees from blogging and tweeting anything negative about work place; however, freedom of speech is what would prevail over several control processes laid by such organizations.
Companies of tomorrow are open and encourage employees to blog, tweet and write what-so-ever they feel like. This directly translates into a Brand.
Why is influence important
The most progressive organizations have always realized that the informal connections employees make with others and the amount of knowledge and expertise they share outside of prescribed work responsibilities contributes mightily to the bottom line. But until now, they haven’t had an empirical way of measuring that activity.
Managers wanting to evaluate worker influence will probably want to combine the machine-generated score with the output of an explicit recognition system, like Salesforce.com’s newly acquired Rypple, which allows employees to give each other badges for great work.
When you add a system like Rypple, King says, “you get a complete picture–not only what’s derived [from activity on the system] but also what’s declared by peers and managers.”
(Some excerpts taken from fastcompany blog)