WorkSimple, Salesforce.com Revolutionizing Performance Management
With Salesforce’s Work.com launch, there’s a lot of buzz this week about a revolution in the way companies align, motivate, and drive the performance of their people. But the notion of revolutionizing traditional performance management is not altogether new.
In fact, WorkSimple, (http://www.getworksimple.com), the proven Social Performance Management provider, has been revolutionizing the way employees understand their impact, track accomplishments, and get recognition for results with its Social Goals platform for several years.
“WorkSimple was the first cloud-based company to offer a Social Performance platform. Our Social Goals help employees and management focus on achievements, feedback, coaching, recognition and results,” said Morgan Norman, co-founder and CEO of WorkSimple. “In an age of Human Capital Management, WorkSimple and Salesforce.com are leading the charge against traditional, ineffective performance management solutions.”
In the Work.com announcement, John Wookey, EVP of social applications at Salesforce.com, acknowledged that the way we work has changed–but the technology most companies use to manage work is painfully out-of-date.
Indeed, dynamic Social Performance platforms are rapidly usurping static traditional performance management platforms because they don’t respond to the needs of an agile workforce, help employees understand how their work impacts the organization, or offer feedback or recognition to drive higher levels of employee engagement and productivity. The keyword is productivity.
A Gallup poll reveals that lost productivity costs U.S. enterprises a whopping $300 billion every year–and that loss is rooted in employee disengagement. Social Performance Platforms like WorkSimple and Work.com are empowering teams to work more collaboratively–and drive higher productivity–by tracking their goals and accomplishments, getting feedback and coaching, and receiving real-time recognition for results.
“Social Performance platforms like WorkSimple’s Social Goals are transforming the way employees work,” said Ben Moore, co-founder and CTO of WorkSimple. “Employees can see in real-time what goals coworkers are working toward and how what they do affects other teams. Rather than working from e-mail and spreadsheets in a silo, WorkSimple keeps up with the fast-pace of today’s modern workforce–and is ushering in the future of work.”
WorkSimple makes goal-setting and goal tracking engaging by adding a social element–which opens the door for real-time feedback and coaching from managers and coworkers alike, as well as recognition for achievements and results. Traditional performance management can’t keep up with the rigors of today’s always-on employee–who may be working remotely with mobile technology–or drive the business performance necessary to compete in today’s global environment.
“WorkSimple bridges the gap between management and employees by opening channels of communication not possible with infrequent performance reviews based on traditional performance management platforms,” Norman said. “More than 3,000 companies trust WorkSimple for their performance management because we help drive higher levels of employee engagement that yield stronger results.”
WorkSimple is the creator of Social Goals(TM): a fresh new way to manage careers, performance and results. As easy to use as your favorite social network, WorkSimple is designed for individuals, teams, and large organizations. Our Social Performance Platform gives a better way to share goals, collaborate, get feedback, and get your work endorsed. The Individual Edition is includes Social Goals, Portfolio, Endorsements, Media Sharing, LinkedIn Integration. Teams and Business can upgrade for additional functionality including: Social Goals(TM), Social Recognition, Get Verified, Feedback, Focus Boards, Activity Streams, Social Engagement Analytics, Company Performance Dashboard, Results-Driven Performance Review, and Administrator Controls.
Read the full story at http://www.prweb.com/releases/2012/9/prweb9923102.htm