Yesterday, Jose Berrios of SHRM spent some time talking about diversity, and he mentioned using a Twitter-like tool to let managers give employee feedback in short, 140-character snippets. Many of the audience members agreed that it was a good idea, but I was quick to point out that it isn’t really that easy. My alternative solution:
Ooh! I have an idea for how to make employee performance reviews better-let's get managers to talk to employees. Novel idea. #shrm12
— Ben Eubanks (@beneubanks) June 25, 2012
In response to my comment, someone else came back with a (poor) excuse for why my idea wouldn’t work:
— GCsapiens (@GCsapiens) June 25, 2012
I can’t help but laugh. HR pros need to be forcing managers to manage well, not giving them a free pass to be poor communicators. If they are not talking with their employees, that’s not going to change by offering to let them talk to their employees with a software program in snippets too small to give real, useful feedback.
Let’s fix the problem with managers who don’t take the time to talk with their people. Then we can discuss software tools that help to supplement the feedback process with more frequent, informal pieces here and there. It’s not an either/or answer–both can (and should) be used effectively.