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Rypple & SalesForce: A Huge Win?

Rypple, a Canadian based Social Performance Management tool, has been acquired by Salesforce.  I wouldn’t really classify them as a traditional performance tool.  To me, its a little more like a coaching, recognition, rewards, type of deal with review functionality and compete with where Achievers could be going vs a SuccessFactors or Sonar6 on performance.

The move seems logical and a great step in the right direction, but not overly  “OMG’able” like I keep seeing.

Here’s my take:

  1. Rypple is a good product ran by some of the nicest people you will ever meet.  Dan.  Seriously.   They have some great tech clients (Facebook) and for a particular type of company and culture, it works amazingly well.  But it isn’t really a performance management tool that can easily be slotted in to fill a need for a company looking for something  traditional.
  2. The mobile features Rypple offers will be a great tool if SuccessForce doesn’t mess with them too much and adds in a more robust HCM functionality to the other lines they will offer.
  3. Rypple and Chatter are a logical partnership – in fact, they are very similar in a lot of ways.   The acquisition will open the door to Rypple entering a number of organizations, but, like chatter, it doesn’t mean they will actually use it effectively.  Or at all.
  4. Salesforce has been playing around the HCM game for a long time via partnerships.  So far, everything I have seen on the recruiting & HR side is…meh. Nothing too innovative, intuitive in some respects but clunky to handle for anyone that has to actually live in their ATS/CRM on a regular basis.
  5. This is great social PR for SalesForce in the Silicon Valley and those still pushing that “see, see, social is the best” idea and for Salesforce after the HUGE win by SAP/SuccessFactors with a really robust marketing platform in Jobs2Web.
  6. To really make a sizable entrance into the HCM space – they need a product that individually can stand out and compete – not just at an integrated talent management level – at the individual ATS, RCRM, PM, SP, etc levels.

If Salesforce really wants to see Successforce succeed they need to expand a more traditional performance management solution that goes beyond the best in class rewards/recognition/coaching part and they need to drastically up its recruiting game. The partners that are existing on there are good – but none are what I would consider to be best in class as a stand alone solution.

While integrated talent management is a huge buzz topic, the reality is a lot of enterprise companies are supplement their integrated system with a stand alone products because some of it just isn’t good on a day to day basis.

SuccessForce – Here is your chance to take the momentum and do it right.

There are a lot of other opinions out here on this one already.  Check them out, they are probably a little less Grinchy than mine.

 

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Sarah Brennan

Sarah Brennan is a recognized HCM industry analyst and advisor focused on improving the impact of technology on people, business and the future of work.  Sarah Brennan has been named a top global influencer in HR Technology by more than 50 publications and shared her insights at speaking engagements around the world. As Chief Advisor at Accelir, she partners with HR Technology vendors and investors as an advisor, interim CxO role and on engagements focused on growth strategies, product roadmap & market education/evangelism. She also works with corporate teams enhancing talent strategies.

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