In today’s society, social media is blooming drastically. Facebook is a very popular online social networking site. People enjoy receiving positive critiques and performance reviews are one of the tools Facebook uses to provide people with feedback. However, these individuals become upset when spoken to face-to-face. When performance evaluations are posted on the social site for others to view, it can have a negative effect or a positive effect. Due to the fact, that one’s performance evaluation can be viewed by several other employees. Whether the evaluation was good or bad.
In essence, the Performance Multiplier, created by Accenture (ACN) is a Facebook style program that allows employees to post status updates, photos, and two or three weekly goals that can be viewed by fellow staffers, in addition to other things (Noe et al., 2011, p. 253-254). Another new software known as Rypple from Toronto startup give people the ability to post Twitter like questions concerning employee’s performance, in order to receive anonymous answers. Furthermore, Accenture and Rypple are free programs, in which tools make the evaluation process democratic and powerful way. In addition, these programs force managers to have harsh conversations with employees that would not have taken place face-to-face (Lipman, 2012).
On the other hand, according to in the cases of Kathleen Bostjancic, Wan Li and Paula Best were discriminated against after receiving great performance evaluations. These women were laid off because they were all women of high ranking, within a company where women are minority. Kathleen Bostjancic and Wan Li noticed shortly after maternity they were being treated different by employers. Kathleen was demoted and given a major improvement letter notice. These reviews gone bad causes each women to take action and file a law suit on their former employees. According to Gutner (2009), one can recover from a negative job review by being “willing to self-assess and be open-minded to what is being told” to you, says Barbara Mohl, president of HRConnected.
In conclusion, by having the performance review through social media this will ultimately improve the boss’s performance. Although, having the performance review posted openly on a social site for everyone to see can place an abundance of pressure on an individual. However, each employer can learn from one another based on each individual’s experiences, whether it was good or bad. In essence, the best way to deal with performance based media programs in a positive way, whether the performance turns out good or bad are to examine one’s self. If each individual would take an optimistic approach to these performance evaluations, this will lead to better employer performances within the company.
