He made his first splash with Workbrain before recently selling Rypple, a social media program based a shockingly simple idea: people like feedback

(Image: Mark Peckmezian)
Rypple purports to bring the performance review into the social media age. Employees can receive recognition on a Facebook-style wall and ask for feedback via private messages. What was wrong with the traditional, pen-and-paper performance review?
What was right with it? It’s slow, inefficient and way too formal. Rypple makes feedback fun and social, and it reaches an employee right away, rather than six months after the fact. It uses real language, too. No one says, “You exhibited the competencies of leadership and decisiveness.” They say, “You were a rock star. You kicked ass on that deal.”
Rypple users can give each other badges that say “You’re #1!” and “Thumbs up,” which seems goofy. Do people really crave that kind of hyper-positivity at work?
Yes! People aren’t robots. Recognition means a lot. People care a lot about money, of course, but once they reach a certain compensation level, salary ceases to be a significant motivator. Coaching, recognition and relationships with management matter more.
In 2007, you sold Workbrain, a workforce management company, for $227 million, and you just sold Rypple for $65 million. What do you know that the rest of us don’t?
Nothing. I’m just willing to take some crazy risks and fail a lot along the way.
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