#SHRM12-Twitter Doesn’t Make Managers Better

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:

In response to my comment, someone else came back with a (poor) excuse for why my idea wouldn’t work:

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.

19 thoughts on “#SHRM12-Twitter Doesn’t Make Managers Better

  1. Managers are too busy to talk to employees…what the hell is their job? I’ve heard that excuse for years and my usual response is…then what the heck is your job????

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