Goal setting is traditionally one of the most top-down aspects of business. The CEO sets the agenda with responsibility for fixing targets to reach that goal, cascading down the ranks until the employee on the ground is handed his or her expected piece of the puzzle, often with little to no understanding of how it fits into the larger vision the organization is aiming for.
Now Rypple is teaming up with much-buzzed-about company Spotify to reimagine all of that. The social performance management company (a Net:Work 2010 Future Ideas Lanchpad finalist) worked with the digital music firm to develop Social Goals 2.0, Rypple announced this morning. The platform’s new goal-setting capability is built on the objectives and key results (OKR) model developed by Intel and allows teams to set common goals, see what colleagues are working on and monitor how individuals’ efforts are impacting objectives.
It is also designed to be more user-friendly than existing goal-setting tools, says Rypple’s co-founder and co-CEO Daniel Debow. “Social Goals 2.0 is about delivering something managers and their teams will actually use day-to-day,” he says. That means more engagement and understanding of how specific tasks fit into overall strategy, even as that strategy evolves, according to Johan Persson, the organizational development manager at Spotify. “For a high-growth company like ours, things change quickly,” he commented. “Rypple enables us to be more transparent across the organization and keep our employees focused on what really matters.”
That’s good for the company, claims Rypple, but also good for the motivation of individual employees, who can see more easily how their work advances the company agenda. “We believe people want to make a meaningful contribution — not just spend their days doing useless busy work that doesn’t move the business forward,” says Debow. Rypple is hoping this new feature helps both organizations and team members track and appreciate that contribution.
Is keeping employees in the loop about how their work contributes to the company’s goals an issue at your organization?
Image courtesy of Rypple
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Great to see Rypple catching up with us at Teamly, we’ve been about helping people get the right work done from the very start! Day-to-day use of a tool like this is important otherwise it becomes a chore. More info on Teamly at http://teamly.com
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I think the issue for employees is less about how their work is contributing to the company’s goals and more about having their own goals heard. Today’s worker has ideas and a voice and a desire to be part of that conversation rather than getting from the top down, yeah?
There are a lot of awesome, new approaches to the socialization of performance reviews/human resources. A company that started this movement was WorkSimple (getworksimple.com). While Rypple seems focused on the management of employees, WorkSimple tackles this from a different angle – empowering every employee to create and share goals. That model sits better with me and I believe it speaks more to the folks out there working. Certainly it helps with flattened hierarchy, remote workers, and engages the workforce in a similar way.
Still, it’s great to see stuff like this being developed. Workers definitely want to see and feel their contribution. Ya know, perks and benefits are great, but we really do want to be contributing in a meaningful way.
Hi Jocelyn,
Thanks for your comments. Rypple is very focused on empowering workers to set their own goals and share them across the organization. In fact, the whole idea behind Social Goals 2.0 is to let individual employees set their most important goals, identify the key results that drive each goal, and share their goals across the organization. Social Goals 2.0 also takes that approach to the next level by encouraging collaboration — anyone can jump in on their coworkers goals, whether they actually join the goal or simply give some feedback or “like” the goal. The idea is completely empowering the individual to set their own goals in an agile, bottom-up way.
Lisa Skapinker
Rypple
Article was interesting read at first. But when I dove into the Rypple website/blog it’s clearly about top down management and not about employees like the articles claims.
The Rypple site littered with a bunch 50-60 year old consultants talking to you about how to lead/coach/manage us (tell employees what to do). I saw maybe 20- 30+ webinars that have to do with top down management, telling vs. working with. Not a single one oriented towards the challenges I have with working with people, sharing work, with other locations.
The article should be honest and say this is for managers to tell people what to do. GigaOm would give us the full picture of these vendors and not mask in their marketing spins and hype. Overall it’s SuccessFactors 2.0 – built for management with some social features. We all hated SuccessFactors and don’t see this being much different for savy tech folks.
I meant to reply and then was distracted by the news that Salesforce is buying Rypple… I hope my comments still hold: I’ve had the chance to talk with the founders and some users. Yes, you could use this in a very top down way — but that’s up to the users. Rypple can be a great way to implement transparency and goal setting that goes up, down, and sideways. Like most technology tools, the outcome is a combination of the people, the tech, and the process.
Salesforce just announced they are buying Rypple.