Klout is the Future of Performance Management

Kloutifyfing Performan ManagementHate them or love them Klout is here to stay. While we may all question Klout’s scoring algorithms, we can probably all agree on the value of the outcome; identifying people with the ability to persuade via social media.

So why not develop and reward employees based on a corporate driven type Klout score! Recent studies show most employers are oblivious to an employees impact within their company and outside the company as it relates to intangibles outside their normal job description.  Many employees are devout advocates for their companies on many fronts: identifying great hires, mentoring employees, referring customers and much more. So why not reward these individuals?

Klout currently measures an individuals influence in the social network by their True Reach + Amplification + Network Impact.  A corporate Klout model will likely continue to use these three areas but through the following possible corporate lenses:

1. Impact in their job

How well are they getting things done, independently and by influencing how things get done within and outside the company.

2. Impact on Sales

Are they referring customers, building positive goodwill, marketing products and services, attracting possible partners and suppliers.

3. Impact on internal social network (employees)

Are they helping to mentor employees, training others, retaining and convincing others to stay with the company, what are other employees saying about them.

4. Impact on Hiring

Are they referring good leads to recruiting, are they talking up the company positively outside the company, are they involved positively  in professional forums, associations.

Great companies thrive by providing clear guidance and desired outcomes, so it’s no less important when it comes to providing information to employees on how they can help the company beyond their day-to-day job. Companies who do so and properly reward their employees will thrive. Incompetent companies who want the results but do not do the proper care and feeding will fail as they already do. There are no magic bullets but measuring employee value more quantifiably and rewarding those employees for their true worth will go a long way in ensuring a company’s future success.

Corporate Klout may not appear tomorrow but it’s not far off. So love or hate Klout and their counterparts they have given us an opportunity to look beyond traditional employee value. The future looks bright for those that go beyond their day-to-day job. What do you think about Kloutifying performance management?


About attackdefenddisrupt

An executive with over 20 years providing recruiting, talent management and IT solutions to corporations and government.
This entry was posted in human resources, profits, recruiting and tagged , , , , , , , , . Bookmark the permalink.

2 Responses to Klout is the Future of Performance Management

  1. Wow. This hits home. I wish this was out earlier in the year. One employee referred someone to me for her and the guy is still with me. He turned out to be another gem. I’m going to work on implementing this type of reward system for my staff.

    Another great post!


    • Erica,

      Thank you. I believe social recognition both in the workplace and outside the workplace will become a serious currency in the near future. It’s about time, great people are recognized for more than simply doing their job. How companies engage and recognize employee value will become a key reason for why people work with companies.

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