Jeff Shiley

Our company has implemented this process and tool. It is absolutely horrible and childish. The tool starts with a "Buzz-feed" type of survey to determine your top two strength roles of the nine defined roles. It is like going to a fortune teller. No matter what the results are, the description of the roles are generalized and positive, so you will be happy. This will probably also lead to self-fulfilling prophesies as the system bombards you with bot-generated emails pointing out your strengths and roles. Each week, every employee is supposed to fill out a check-in where you identify "loves", "loathes", things that made you feel strong etc. As a manager, you get bombarded with bot-generated emails on how to coach each team member based on their roles and info from their check-ins. You will get told things such as "John reported a love two weeks in a row. You should meet with John and find a way to celebrate." The system must also come with an analytical module that flags when people do not comply, love something, loathe things, do not have changing priorities, etc. I know this based on the emails and red-flag spreadsheets coming out of HR. The performance evaluation is so childish that I don't even want to discuss it. Let's summarize it by saying that it is based on how you "feel" about your team member and does not involve any feedback loop to/from the employee. It is basically just some yes/no and Likert scale questions that can be scored/weighted/analyzed by HR in unknown ways that may or may not be used for or against your team member. In summary, this tool is only useful for HR to build an empire within your company.