Today we released Social Goals 2.0 — the first and best answer for how to manage people inside a social enterprise.
With Social Goals 2.0, we’ve developed a truly social, collaborative, and transparent way for people within an organization to align themselves around common goals — and adapt in real-time as business conditions change.
In sharp contrast to yesterday’s generation of static, top-down, process automation tools, Social Goals 2.0 is about delivering something managers and their teams will actually use day-to-day to help them focus on what really matters and drive real business performance.
Social Goals 2.0 is built on the proven Objectives and Key Results (OKR) management model developed by Intel and widely-adopted by some of the world’s highest-performing companies, including Google, Zynga, and Spotify.
We worked closely with Spotify, the fast-growing digital music service, to adapt the OKR philosophy for the social enterprise by integrating it into our internal, web-based social performance management application.
Johan Persson, Organization Development Manager, Spotify:
“For a high-growth company like ours, things change quickly. “Rypple enables us be more transparent across the organization and keep our employees focused on what really matters. OKRs give all staff an opportunity to look beyond their e-mail inbox, and significantly increase employee understanding of key priorities and objectives across the business.”
Here’s what the Wall Street Journal had to say about Social Goals 2.0.
Stay Focused on the Right Priorities… and Win
In today’s workplace, things happen quickly. Our inboxes are flooded with hundred of emails a day, communication is instant, and commerce happens in real-time. Working to keep pace in such a demanding environment, it doesn’t take much to lose sight of exactly what we’re working towards — to spend our days being incredibly busy but actually achieve little of the work that really matters.
Traditionally, goal setting was a long, formal process that involved a bunch of executives and HR folks meeting once or twice a year and systematically setting concrete goals that their employees would be measured against.
In our increasingly social, mobile, web-based world, this model no longer works.
Indeed, a recent study by Bersin & Associates found that companies who regularly revisit their goals – once a quarter or even more often – generate more than 30% greater impact from their performance management processes than companies who rely on the old-fashioned annual review process.
A New Management Framework for the Social Enterprise
Earlier this year, Spotify approached us with an idea. A digital music platform that allows users to stream any track from its comprehensive music library and share it with friends through Facebook and other social media channels, Spotify has enjoyed hyper-growth and earned enormous attention since launch in Europe in 2008 and in the US earlier this year.
Spotify had recently implemented OKR, a framework that encourages people to set a few audacious objectives each quarter and define three measurable key results that define success.
The rapid growth and expansion of Spotify’s global workforce created a significant challenge for the company: they needed to find a way to motivate and engage employees and help them to stay focused on the right priorities as they continue to grow.
At Rypple, we are focused on reinventing management for the next generation. So when Spotify told us about their internal success with OKR, we saw a great opportunity to expand our existing Social Goals feature. We’d had similar success with Facebook when developing our rapid performance feedback application, Loops.
“How can we take the results-focused, agile goal-setting features of OKR and make them social and collaborative, so everyone at a company knows what everyone else is working on?” we wondered.
We began working with Spotify to develop a social framework around the OKR philosophy – one that combined OKR’s focus on driving real business results with Rypple’s collaborative, real-time solution.
What we came up with, Social Goals 2.0, is the first management framework for the social workplace.
Social Goals 2.0 keeps people aligned behind the right goals and lets everyone see what their coworkers are working on — in real-time. Each person in the organization sets their own audacious objectives and key results and, through Rypple’s application, all these goals are visible to the whole company. Since Rypple is collaborative and social, everyone in the company can join an objective or comment on a coworker’s goal.
People can also see what their company’s overall goals are, so they know how their own goals connect to the larger goals of the organization. That way, employees are engaged and inspired because they know how their personal objectives drive their company’s business forward.
The Reviews Are In…
“Rypple’s Social Goals 2.0 allows companies to engage people in the work that really matters to achieving business objectives. Rypple’s social tool for management gives people full transparency into their work, which makes people more accountable for the results.”
Bill Kutik, independent analyst and technology columnist for Human Resource Executive
“We are growing so rapidly, it’s easy for the team to get sidetracked on engineering projects that aren’t mission critical. What’s great about Rypple is that it gives me a real-time window into what everyone is working on. I can see how we are progressing and make sure we all stay focused on the right things.”
Adrian McDermott, VP of Engineering, Zendesk
We’re Just Getting Started
We are very proud to share Social Goals 2.0 today with all of our users. It draws on the best management practices from the most high-performing organizations in the world, amplifies them, and makes them social, collaborative and easy to use.
In the coming weeks, more exciting things will be happening at Rypple. So stay tuned…