The Daily Stat: Americans Are Least Cautious About Coworkers on Facebook

Are you having trouble viewing this email? If so, click here to see it in a web browser. HOME   |   BLOGS   |   THE MAGAZINE   |   BOOKS   |   AUTHORS   |   STORE RSS   |   Mobile OCTOBER 31, 2012 Americans Are Least Cautious About Coworkers on Facebook 59% of 18-to-25-year-olds in the U.S. say they don't restrict their Facebook profiles for their work colleagues, the highest percentage of any of the 11 countries covered in AVG Technologies' survey of more than 4,000 young people. Italy is second at 58%, followed by Spain (54%), Germany (51%), France (50%), Australia (38%), Canada (45%), the UK (33%), New Zealand (33%), the Czech Republic (30%), and Japan (27%). The majority of respondents admitted they had never audited their online profiles or cleaned up content that could damage their careers. Source: One quarter of 18-25 year olds are 'Facebook friends' with their boss Share Today's Stat: FEATURED PRODUCT The Outsiders: Eight Unconventional CEOs and Their Radically Rational Blueprint for Success Ebook Now Available Meet eight iconoclastic leaders who helmed firms where returns on average outperformed the S&P 500 by over 20 times. You may not know some of their names—but you will recognize many of their companies (General Cinema, Ralston Purina, The Washington Post Company, Berkshire Hathaway). In this book, you'll learn the consistent and rational traits that helped these select leaders achieve that exceptional performance. ADVERTISEMENT Follow the Stat: BEST SELLERS HBR's 10 Must Reads: The Essentials HBR's Must Reads Library Set Guide to Persuasive Presentations Guide to Better Business Writing Guide to Getting the Right Work Done PREVIOUS STATS Smaller Teams Are Quicker In Naming Babies, Parents Unknowingly Reference Hurricanes Companies Pay More Attention to the Sounds That Products Make "Telecommuting" Is Mostly Just Overtime That You Do at Home A Task Looks Lighter When Help Is Promised A Glimpse of Green Makes You More Creative To Be Truly Happy, Be a Boss in a Small Company To Score Better in Video Games, Sniff Peppermint You're More Selfish When You Feel Close to a Selfish Person Don't Believe People Who Say They Work 60 Hours a Week Introducing Mobile ManageMentor Powered by the proven content of Harvard ManageMentor™ iTunes >> Android >> UNSUBSCRIBE   |   UPDATE YOUR PROFILE   |   MORE EMAIL NEWSLETTERS   |   PRIVACY POLICY Was this email forwarded to you? If so, sign up to start receiving your own copy. ABOUT THIS MAILING LIST You have received this message because you subscribed to the "The Daily Stat" email newsletter from Harvard Business Review. If at any point you wish to remove yourself from this list, change your email address, or sign up for other email newsletters and alerts, please visit the Harvard Business Review Email Newsletter Preference Center. OPT OUT If you do not wish to receive any email messages from Harvard Business Review, click here. ADVERTISE WITH HBR This enewsletter is read by thousands of decision makers every day. Learn more about connecting your brand with this audience. Copyright © 2012 Harvard Business School Publishing, an affiliate of Harvard Business School. All rights reserved. Harvard Business Publishing | 60 Harvard Way | Boston, MA 02163 Customer Service: 800-545-7685 (+1-617-783-7600 outside the U.S. and Canada)

Management Tip of the Day: Try Crowdsourcing Your Performance Reviews

Are you having trouble viewing this email? If so, click here to see it in a web browser. HOME   |   TIPS   |   BLOGS   |   THE MAGAZINE   |   BOOKS   |   STORE RSS   |   Mobile OCTOBER 31, 2012 Try Crowdsourcing Your Performance Reviews Employees, managers, and HR professionals have long questioned the accuracy and effectiveness of annual performance reviews. But is there a viable alternative to the often inflexible and infrequent formal process? Yes. One that involves more people and allows for more frequent feedback: crowdsourcing. A group of independently deciding individuals is more likely to make better decisions and more accurate observations than a lone manager. Social software that enables crowdsourcing may be a better way for managers to collect, evaluate, and share information on employee performance. By capturing input from many, rather than a few or just one, you can avoid focusing on a single point of failure and reveal how employees are truly performing and influencing others in the organization. Armed with the wisdom of the crowds, managers can then deliver more grounded and real-time recognition and feedback. Today's Management Tip was adapted from "Crowdsource Your Performance Reviews" by Eric Mosley. Read the full post and join the discussion » Share Today's Tip: FEATURED PRODUCT The Sponsor Effect: Breaking Through the Last Glass Ceiling HBR Research Materials Women aren't making it to the top. Despite gains in middle and senior management, they hold just 3 percent of Fortune 500 CEO positions. In the C-suite, they're outnumbered four to one. What's keeping women under the glass ceiling? According to this report, it's the absence of male advocacy. High-performing women simply don't have the sponsorship they need to reach the top. Spearheaded by American Express, Deloitte, Intel, and Morgan Stanley, the Hidden Brain Drain Task Force launched a study in 2009 to determine the impact of sponsorship and why women fail to make better use of it. The study found that women underestimate the role sponsorship plays in their advancement. And those who do grasp its importance fail to cultivate it. ADVERTISEMENT Follow the Tip: PREVIOUS TIPS Make a Job Offer That They'll Accept Save Time by Saying No To Persuade a Listener, Establish Common Ground How to Cultivate Ethical Employees What to Expect If You Take a Bad Job Change Your Company's Story How to Practice for Your Presentation Three Ways to Stop Procrastination Position Your Start-Up for the Long Term Start Your New Job the Right Way All Previous Tips BEST SELLERS HBR's 10 Must Reads: The Essentials HBR's 10 Must Reads Library Set Guide to Persuasive Presentations Guide to Better Business Writing Guide to Getting the Right Work Done Introducing Mobile ManageMentor Powered by the proven content of Harvard ManageMentor™ iTunes >> Android >> UNSUBSCRIBE   |   UPDATE YOUR PROFILE   |   MORE EMAIL NEWSLETTERS   |   PRIVACY POLICY Was this email forwarded to you? If so, sign up to start receiving your own copy. ABOUT THIS MAILING LIST You have received this message because you subscribed to the "Management Tip of the Day" email newsletter from Harvard Business Review. If at any point you wish to remove yourself from this list, change your email address, or sign up for other email newsletters and alerts, please visit the Harvard Business Review Email Newsletter Preference Center. OPT OUT If you do not wish to receive any email messages from Harvard Business Review, click here. ADVERTISE WITH HBR This enewsletter is read by thousands of decision makers every day. Learn more about connecting your brand with this audience. Copyright © 2012 Harvard Business School Publishing, an affiliate of Harvard Business School. All rights reserved. Harvard Business Publishing | 60 Harvard Way | Boston, MA 02163 Customer Service: 800-545-7685 (+1-617-783-7600 outside the U.S. and Canada)