Relationships Are Not Happening On Apps (Dating Apps Excluded)

Ben Martinez Ben Martinez, Performance 8 Comments

There continue to be many HR Tech tools and apps sprouting up that claim to make it easier to give feedback and guidance to people. While I’m a big fan of more transparency, when it comes to conversations about performance or just giving clear guidance, these conversations…wait for it…should happen in person.

The HR Tech tools out there sound good and offer a lot of bells and whistles – pulse surveys, AI-based analysis and recommendation systems or culture assessments. They all promise to save you time by writing snippets of text, then layering tons of analysis on top. Sounds like cool technology, but these tools are doing little for building relationships or inducing real conversations.

“Boss to Employee” – Let me offer you some praise or criticism of this app: humans should never think this way…

The one test to see if your coaching and performance tool has a chance of living at your company is to check in with the CEO or executive team. Do they use it? If they do not use it, it is probably not because they are bad leaders. It’s likely the technology doesn’t work for them and they are building relationships through coaching and guidance in person over cups of coffee and cocoa, not on an app.

If you are the HR pro at your company responsible for rolling out the performance and coaching technology, think on this: if your C-suite is not using the tech, why should anyone else? You are wasting your time trying to get user adoption. Your job will quickly turn into the role of performance management police, which keeps you busy doing anything but driving performance.

I once bought an app that was designed to give feedback to a team once per week. I was lured in by the great marketing of this app and the incredible spokesperson with management hair.  I even had the CEO of the feedback app company come present to my company about how the app will help us with performance feedback and coaching. My bad – I was wrong…

Instead of finding an app for feedback and coaching, work on the skills needed for coaching and leading people. Train people with scenario-based situations about how to coach in a tough situation. Let the app find its place but do not use an app until the ability to coach team members is there. Use an app or technology to document but it should not replace ongoing conversations about performance.

Find an app and praise or criticise me in the comments below. I gotta go, my coffee is getting cold.

Ben Martinez
Ben Martinez is a self-proclaimed family guy, exerciser, and HR & recruiting journeyman. He has successfully worked in various HR leadership roles around the US and Mexico for Fortune 500 companies (specifically Pepsi, Honeywell, and Energizer Holdings Inc.). Most recently he was the VP of People & Culture for HireVue, where he hired 500+ people in almost five years using video, social media, and created the employment brand, VueNation in partnership with HireVue. Ben now runs his own consulting company, Secret Tech Sauce Talent, where he offers workshops, audits, and individually scoped projects to define, align and implement human capital strategies, programs and practices for your business. But wait...There's more. Ben is above average when it comes to drinking coffee. He not only wrote the book on coffee networking, he founded a company focused on re-imagining coffee in the workplace and home - Sumato Coffee Co. His team will only roast your coffee beans within 48 hours that you order them and Ben will personally meet with you to make sure your HR and Talent needs are met along with incredibly freshly roasted coffee. His home base is in the Salt Lake City, Utah area.

Comments 8

  1. Pingback: Relationships Are Not Happening On Apps (Dating Apps Excluded) – Site Title

  2. Kris Dunn

    Couple of things:

    1. Total coffee meeting homer.

    2. On a serious note, wondering if execs adopt might not be the end all, be all…

    3. I like public recognition via tech over feedback via tech. For feedback, tech is probably better served to help you record the conversation….

    KD

    1. Good point – maybe the tool is not good for execs. But I always find it strange how everyone else in a company has to use some tech but the CEOs and execs can just not use it and nobody cares.

      I wonder if there is a stat that shows the % of CEOs who use their company-sponsored perf. mgmt systems – I can count on one hand how many CEO/Execs I have met in 20 years that used their perf mgmt system but maybe I am talking to the wrong people.

      Perhaps a new tech idea – Coaching/feedback tool – designed only for the c-suite?

  3. Managing performance and work relationships with an app makes as much sense as managing your kids or significant other with an app. It doesn’t.

  4. This will likely just be one more of those “Technology will never be able to replace X” articles, where in 10-15 years we will all look book and smile. You’re right that there doesn’t seem to be an effective App or HR Tech right now, but I would wager I will be receiving automated text alerts regarding my weekly or daily performance in just a few short years.

  5. Speaking of execs finding enough value in their organizations PM system to go through the motions, how about this question:

    “How many people in HR have had their own HR boss not write and deliver a performance review?”

    About a third ir more of the HR pros I ask that question if report that while HR administers and demands compliance from others they don’t find enough value to follow through themselves.

    If a process is worthwhile and can show real results versus “get it done to comply with HR rules” then execs will get on board.

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