The Government of Alberta (GoA), my current employer by way of full disclosure, has introduced a new performance evaluation process. A narrative form has replaced a numeric based methodology. With strong kudos to the Corporate Human Resource (CHR) area, the forms themselves use a PDF and have some intelligence for their completion as well as an opportunity for a digital signature. If you are keeping count, two kudos so far…
Unfortunately on my laptop – only, the form did not open. A very ugly error appeared and it required shutting down the PDF reader application we use (hint, this does not ‘bode’ well). Curiously my staff did not get the error and the few people I asked had no problems with the form. I emailed CHR and the email was quickly and dutifully passed along. However, I thought I would give the GoA new fangle Yammer-thing a try (okay, new fangle to me). The next morning a fellow GoA’er (thanks Jocelyn) had provided a solution that was quick and easy.
I bring this up as this is an example of Social Networking par excellence. Without consideration a person piped up and very quickly the solution has gone into the Yammer-sphere for others to consider. In other words, this is an example of WHY organizations should support a social media and collaboration culture. Rather than me waiting for a technical solution and becoming frustrated with the delay, the ‘digital-water-cooler’ came to the rescue.
However, there is a flip side to this which is how does an organization sustain and maintain such a culture. How do you keep the contributors (e.g. Jocelyn) contributing, keep the malcontents managed and keep cheap Pharmaceutical buying opportunities out. I have some ideas which I will try to put out in a future blog – but for now a quick Kudo/Brick Count is in order:
- Kudos: 4, 1-GoA, 1-CHR, 1-Jocelyn, 1-Social Networking
- Bricks: 1, PDF technology or my laptop