Here are some answers to commonly asked questions.
Hoorah is a social recognition platform that complements existing performance management processes by providing visibility that was not available previously.
It seeks to address the following issues faced by feedback and performance review systems today:
- Unable to catch up with today’s fast paced, dynamic work place. As feedback often comes too little, too late.
- Does not capture and track collaboration, and therefore not able to reward collaboration.
- Captures an incomplete view of an individual’s performance, relying heavily on the supervisor’s personal assessment.
Hoorah makes the workplace a better place to work in by:
- Making it trivial to give feedback to a workmate via a simple to use mobile app
- Provide anonymity when giving feedback
- Feedback is not limited to internal staff, external parties are able to give feedback as well
- Anyone can give anyone feedback instantly, providing a truly 360 view
- Uses natural language processing techniques to help staff easily make sense of the comments received
- Statistical data analysis applies weights to feedback to provide a more accurate representation of feedback received
Because at Hoorah we believe that, no deed is too small to be recognized.
Right now we are focused on helping as many people and teams improve with feedback. Hoorah is free for use until we can no longer bear the costs of running the platform ourselves, and may start charging for some features.
That being said, Hoorah's main motto and differentiator is that ANYONE can give ANYONE feedback. Therefore the core functionality of Hoorah will always be free forever.
Hoorah sets out to help you in the following ways:
- Reduce subjectivity and bias.
- Allow you to take charge of your own career
- Recognize and reward you for being a team player
- A social feedback journal
Wouldn’t you like to not worry so much about getting into the right ‘books’ with the ‘right’ people? Everyone’s opinion should matter regardless of your position.
By receiving continuous feedback, you will be notified of any areas that you can improve early on. Instead of finding out at the end of the year, when it is “too little, too late”.
Today, helping out a fellow co-worker is not captured and thus not rewarded. It is a known fact that with cooperation, the whole is greater than the sum of the parts. That is why we believe that to encourage collaboration and cooperation, we should start rewarding people for it.
Feedback is now much more frequent, and you can see how you have evolved over time.
Firstly, it will be good to define what does a “suggest” mean and represent. It represents developmental feedback, where you wish someone could be better at something. It is *not* negative feedback, and should not be given with the intention to penalize, because there is no penalty involved. The main point to drive home here, is that we care for each other and therefore wish to help each other grow and become stronger both as individuals and teams.
The purpose of Hoorah is to start cultivating a feedback culture, and one of the required ingredients for this to happen is to provide a psychologically safe and trustworthy workplace to make feedback useful and receptive.
If you are apprehensive that your true intentions will be misinterpreted by the recipient, there is always the option to be anonymous which is there exactly for this purpose; to be able to give an honest feedback, without jeopardizing your relationship with anyone.
The goal is to one day, we will all feel safe and comfortable in giving feedback without having to be anonymous. But for now, it’s there when you want it.
On the flip side, when you receive a Suggest, be objective and try not take it personally or be offended. We should all strive to become a better version of ourselves, and such feedback is very valuable in our personal development.
Again, nobody will be penalized for receiving developmental feedback or suggests. When you demonstrate that you have addressed and acted on the feedback received, the improvement will be highlighted. The main focus of the data analytics does not focus on overall performance. It focuses on how an individual evolves over time and not on the number of developmental feedback received.
The analytics will also discount people who characteristically give a lot of developmental feedback. For example, if individual A gives individual B 10 developmental feedback, and she gives twice as many developmental feedback as compared to the average, it will only be counted as 8. The same applies for people who give a lot of good feedback compared to the average.
The data captured by Hoorah will complement current appraisal processes. The usual review meetings will continue to exist, and we think that they should! Because, at the end of the day, we believe that everything we do is all about people.
Note: The goal of Hoorah is to create a safe and and trustworthy workplace to make feedback useful and receptive to all.
There are a few ways the effect of sabotage is reduced.
- The wisdom of the crowd One of the strengths of Hoorah, is that it is truly 360. We believe that even if there are a select few people out to sabotage an individual, the crowd’s wisdom will prevail and show that the few are a minority. Which would in turn, reflect badly on them.
- Discounting feedback based on an individual’s profile Individuals who exhibit behaviour out of the norm will have their feedback being discounted. This applies to both ends of the spectrum; those who are over positive and those who are over negative.
- Social network analytics Using social network analytics techniques, we are able to identify cliques and analyse if there are any concerted effort made to sabotage any individual. Should we observe any of such behaviour, we will inform senior management of our observation and investigate further.
Using the feedback data captured, a social graph will be created and analysed. Information such as volume, frequency and time will be used to track an individual’s performance over time. Natural language processing will be applied to comments, to provide a summary and an indication of strength of sentiment. The results will be used for the following:
- Individual level live dashboards
This is only accessible by the individual staff, their supervisors, department manager and partner.
- Department level live dashboard
This is only accessible by the department manager and partner.
Log into your dashboard anytime!
Inspired by money laundering techniques, Hoorah randomly delays notifications of anonymous feedback up to 2 days. This reduces the ability to triangulate the identity of the sender. If the recipient has not hit the threshold for developmental feedback in that category and the feedback has no comments provided, the recipient will not be notified.
Hoorah would indicate on the graph visualisation if the anonymous feedback is from the same individual or multiple individuals. But under no normal circumstances would we reveal the identity of the anonymous sender, unless he violates the terms and conditions of Hoorah by issuing threats, personal attacks or anything that undermines your organisation's code of conduct.
One of the concerns with social feedback is that it may create a fake culture, where people are no longer comfortable revealing their true personalities.
It is important that we respect one another in the workplace, and we believe that the majority will be comfortable just being themselves. While there will only be a handful who may feel the need to exercise some control.
Instead of adding additional workload on managers, Hoorah helps to ease the supervision and monitoring of your team. Check out your 'My Feed' screen anytime in the app to view all feedback relating to your direct reports. Save time collecting feedback manually, and spend more time having meaninnful conversations.
Regardless of the nature of the feedback, communicate neutrally with your mentees because the main purpose of these feedback is to help improve an individual’s personal growth and development. Remind them that they are not penalised when they receive developmental feedback, but rather be recognized for addressing feedback objectively and acting on it.