I’ve been hearing the name of Rypple increasingly coming up in conversation when talking about feedback and internal communications. I first became aware of the Toronto based business at #HREvolution.
Since then, I’ve been hearing great reviews on both sides of the Atlantic.
The Rypple platform works as an internal social media channel with distinct functions. The main purpose of the platform is making internal feedback and communication simple and regular, as well as keeping up to date with work in progress in a simple way.
Message channels are divided by Company, where everyone has access to the message, Team, for communicating with your direct team only and Personal which is for one to one communications.
One of the features I really like is Kudo notes. This enables people to thank and congratulate individuals for good work, and is seen by everyone. You can even allocate badges that sit on a personal profile for things like great feedback or customer service. Think how motivational a public recognition message could be.
You can schedule review meetings for 15 minute catch ups and collect discussion points as they arise.
Both the manager and the employee can add to the schedule to keep meetings on topic with a real agenda. Action points can be carried over from one meeting to the next to make sure things get reviewed, talked about, acknowledged and more importantly done.
Notes are divided in to actions that need to be done or coaching actions where a training or coaching intervention needs to take place. these can be recorded and planned on a team or one to one basis through the team or personal tabs according to who they apply to.
Work In Progress
The Manager can see the work in progress via a daily worksheet at any time. Employees can contribute to this at any time, giving on-going feedback and comment. It makes reporting real-time and keeps work flows simple. It’s also a great aid memoire for the manager as to what they are supposed to be doing at any one time. As a work planning tool, im told it has brought about significant improvements in output through communication, scheduling and just keeping on top of things.
Review And Feedback
One of the popular functions is the 360 degree reviews where teams are asked to give one piece of feedback on a colleague or their manager. Feedback can be given anonymously or under a name. The managers I have spoken to that use Rypple find this really useful because the feedback is kept to one simple point, is regular so that it is not just when there is a problem and is plugged in to coaching actions. Once they got used to it they also found it very useful to get feedback on themselves for knowing what they needed to do next for their team as well as for individuals. Feedback is transparent, without agenda and constant.
Rypple was described to me as an internal Facebook. Simple to use and very popular. you can update or follow by e-mail so you’re not restricted to the corporate network to keep up to date. The comment I got back when talking to users again and again was its simplicity and that it clears away the clutter. No need for planners, scheduler, review forms, separate targets and objectives. the users should really be the sales people.
I nearly bought it and I don’t need it!
For performance reviews there’s a set of great reports that draws on all the actions, comments and coaching that has a collate and staple function, making the review far more realistic and based on what has really happened.
The fact that this is as much an employee tool as a management tool makes it doubly popular.
You can try it free. If you’re looking at how to de-clutter your internal comms and find a process that will be welcomed by the employees, I’d recommend you give Rypple a try.
This video shows you a little more,
What are your thoughts? How do you keep communication flowing in your organisation?