With the raising of the Social Enterprise networks, we have a new dilemma presented to us.
I am a follower of John Stepper’s blog, the “social evangelist” in a big multinational Bank. His focus is especially dedicated to reputation in your work environment, although it could go beyond your company ecosystem if we think about your personal brand. Working out loud does not strictly mean within your company.
(disclaimer: I work in the same organization, in different countries. “social evangelist” title attribution is mine, inspired on Luis Suarez work).
Currently, your reputation in your job stays in your job. Recruiters try to evaluate your ability to perform in a new job based on very rudimentary tools such as your CV. You explain your accomplishments and it is up to them to believe it or not, then you take some psychological tests to ensure you are not a serial killer 😉 . There is also a random result based on the impact you create in the interviews. But this is not really an indicator of how you will perform.
That’s why, for example, coders have started to include in their CVs their reputation score in StackOverflow. It gives an objective measure of their knowledge and their contribution to the community. Same for GitHub repositories with their contributions to Open Source projects.
And then comes the question mark:
Is your work reputation an indicator for behaviors in other communities or marketplaces?
I would say yes for communities and not clear for marketplaces.
Your behavior in eBay is more determined by your behavior in other marketplaces than how you perform and you are evaluated by others at work.
I am also making the assumption that if you have misbehavior at work you will not keep your job for long…and there can be different patterns of behavior in places where the risk of being caught is significantly different. For example cheating at eBay but not at work.
So what would be the benefit of showing out your reputation rates from your job network? less on behavior disclaim, more on expertise recognition.
But there are also some challenges here:
- Companies willingness to disclaim their talented people
- Employees willingness to disclaim their reputation rate. Nobody will have an issue if it is excellent, but the rest? we could let people opt in, of course.
- Reputation rate. How to exchange this electronically. Jive is one of the most known platforms but there are others, and I am not aware of a standard for rates nor for exchange.
- Mixing influence with ability to perform a role or expertise in a topic. Again, as I mentioned in a former post, the bad usage of Klout by recruiters.
I believe nothing has been explored in this direction yet as we still have some work to do first to release the online reputation in marketplaces of communities out of their natural boundaries.
But this is something that would come afterwards.