A new web-based service called Rypple is offering workers private, anonymous feedback from colleagues and bosses.

Members use the site to ask their peers how they performed in a specific task, or how they are doing in general. The peers write down what they think and these opinions are returned to the feedback-seeker without their names attached.

This nameless character assassination dispassionate evaluation enables members to work on their weaknesses on a rolling basis, instead of having to wait for their annual career appraisal, the company says.

I became aware of the service, which is currently in test format, through a blog post by Tammy Erickson, a perceptive writer on the working patterns of the so-called Generation Y (those born between 1980 and 2000).

She says Rypple tallies with the way that generation likes to learn:

Ys learn through personal interactions. They are accustomed to reaching out to friends and family for suggestions, coaching or factual input on any number of topics, as they go along. Rather than being linear learners – I learn, then I go off and do – Ys are “on demand” learners.

In keeping with this stance, she says, Generation Y views feedback as a way of acquiring knowledge, in contrast with their older colleagues, who still think of it as a means of rendering judgment.

Fair point. I also agree that alternatives to annual career appraisals are desirable. But I’m not sure anonymous feedback is that useful, even for the young and thick-skinned. People tend to ignore advice from those they don’t respect, while tips from peers with gravitas have extra weight. Anonymity risks devaluing all comments.

In theory, you could get around this by inviting only your wisest peers to become part of your Rypple feedback network, which is what the site suggests, in fact. But is that practical?

After all, if anonymous electronic feedback enters the workplace mainstream, presumably a range of bosses will want to pronounce on your performance – and you won’t respect all of them.

And what of the danger of “jigsaw identification”: the risk that the identity of an anonymous person leaks out through the accumulation of little bits of tell-tale information?

Rypple says it will tell mentors when they are the only one being asked for feedback, or if they are one of only two being approached. I’m not sure that would be enough cover for me. Intriguing project, though.

November 27, 2008 2:05pm in Career/skills, Innovation/tech, Managing others | Comment