What is Success Tracking?

Success Tracking is a “Fitbit for work” approach for individuals and teams to self-optimise.

Our insight is that regular feedback alone can motivate behaviour change, especially when it’s something you care about. “Your score is 68% and you’re ranked 12th among your peers” – that’s meaningful and spurs change.

The benefit of a success tracking program is that when individuals and teams review past performance and optimise future behaviour as a result, both they and the organisation they work for continuously improve.


The success tracking approach is consists of the following key principles:

Player Opt-in

Since the only person you can change is yourself, a success tracking program achieves true ownership by asking players to opt-in, or at the very least gives them the ability to opt-out!

Positive Scorekeeping

We only count what we want more of. This allows us to recognise great performance and show players how to win.

Data Storytelling

Data + Stories = Emotional Resonance.  A simple story like: “You’re up 3 places this week” is instantly engaging, far more than looking at a dry list of just numbers.

Single Consolidated Score

A single score simply communicates whether performance has been good or bad and allows instant comparison with others. Metric weighting allows tracking of multiple behaviours.

Regular Feedback Loop

Sending results directly to the player on a regular basis, e.g. a weekly score that lands in their inbox, creates a call to action week in, week out.

Intrinsic Reward

By tracking success and self-optimising, a player can get better at the activity they themselves want to excel at.  Adding incentives only distorts the motivation of the players: it encourages gaming for the sake of a prize.

Business Benefits

If business objectives are woven into the metrics being tracked, then players, who achieve success themselves, will also be delivering against organisation goals.

How to provide success tracking tools to your team

If you’re interested in how success tracking can work for you and your organisation, then please contact us and request the “7 steps to deliver success tracking in your team or organisation”.

7 Key factors to consider when Choosing a Corporate Wiki

This is a guest post by Robin Singh.  Robin is a Technical Support Executive with a combined experience of 6 years. He is well acquainted with various Knowledge base tools and is currently associated with ProProfs. In his free time, Robin enjoys reading and traveling


Choosing a wiki for your business organization is one of the best decisions you can make as they are time-effective and will help you streamline your operations. For instance, if you need to email some important information to a number of people within your workplace, you can easily inform everyone concerned by putting all the information in your corporate wiki. This is just one of the numerous uses of a corporate wiki.

One of the most significant benefits that a wiki offers is increased efficiency and productivity, as it can be updated by multiple users in real-time, which eventually improves communication and collaboration.

In order to choose the right wiki software for your business organization, there are some key factors that you need to consider, so read on to find out what they are.

  1. Choose a Software Delivery Model for Your Needs

There are three software delivery models when it comes to choosing and managing a corporate wiki, and they include – on-premises wiki, a hosted wiki (SaaS) and an appliance wiki. If you go for an on-premises wiki, you are choosing to install the software on your own and store all of your data on your own servers. On the other hand, if you go for a hosted wiki, your wiki software vendor will store your data on their servers.

The third software delivery model is a combination of the first two models. It is a popular option as you don’t have to tackle the installation of your wiki as your solution provider will do it for you while the data remains stored on your servers.

  1. Authenticate Your Corporate Wiki Users


The authentication of users is important because everyone with access should know who exactly made every single edit to your corporate wiki. Also, it will enable you to grant access to some of your wikis only to a small group of people for instance group of executives. Therefore, your corporate wiki should enable user authentication to verify the user’s identity and it can be achieved by a single sign-on  (SSO) or LDAP (Lightweight Directory Access Protocol).

  1. Communicate with Your IT Department

Communicating with your IT department is crucial if you choose an on-premises software delivery model, because they can tell you exactly what needs to be done in order to successfully install your corporate wiki. They certainly have the right knowledge for choosing the right wiki software for your company and they know what kind of server storage you will need. Hence, it is best to consult the IT team.

  1. Eliminate the Risk of Mistakes


How many times have you edited a document and made a mistake that caused all of your added content to be completely lost? The same problem can happen with a corporate wiki as well, hence selecting the right wiki software will enable you to save each and every edit without any possible glitch taking place.

You need to ensure the software will enable you to save and track all the changes made to your wiki so that you can restore every previous version of an edited document in case the content gets lost.

  1. Track Every Change Made to Your Corporate Wiki

How can you track all the changes made to your wiki in real-time? It is simple. The notifications can come in handy here. Therefore, you need to make sure you enable notifications and monitor every change that occurs. One can achieve that either by enabling email notifications or really simple syndication (RSS). RSS feeds are an effective way to keep track of the changes to your wiki as well.

Another precise way to track changes in your wiki is through external API. Tracking options are essential in keeping everything under the tab. Success tracking tools like Rise.global offers great insights to track your changes and progress. The real time tracking options and critical reporting and analytics can keep you on top of your game and offer insights to improve your team coordination even further.

  1. Tag Your Documents and Make Your Wiki Easily Searchable


The most important feature of an effective wiki is its search capability. Hence, you need to make sure your corporate wiki has a powerful search option that can help the users to find exactly what they are looking for within seconds. This is especially important when your wiki grows in size, as it can be difficult and downright stressful to find relevant information.

If you choose to include tags in your documents, it will help your wiki become easily searchable and ensure users are able to instantly find any page they are looking for. However, you should avoid general tags, such as “sales” and “marketing” because, otherwise, tagging won’t be of any help when you scale your business and create a number of new documents.

  1. Add as Many Useful Features as You Can

The more features you add to your corporate wiki, the more effective it would actually be. If the users find it helpful, your wiki will help them achieve their goals faster. One of the excellent and pretty useful features you could add to your wiki is multilingual support, as it can help users overcome language barriers when communicating and collaborating with those users who speak different languages.

Also, you can add the feature of attaching documents and provide a widget for making your wiki instantly accessible via your personalized web page. There are a lot more features you can consider adding to your corporate wiki, so ensure the wiki software you choose enables you to add those features most important for your business.

Selling B2B? Why you need a social selling success tracking program.

Social Selling, the use of social media like Twitter, Facebook and LinkedIn by sales professionals, is a great buzz phrase. But does it really work?

IBM seems to think so – their social selling pilot in 2012 saw a 400% increase in sales on top of massive increases in reach. LinkedIn agree, their research in 2016 found that sales people who share content are 45% more likely to exceed quota.

Many other professional services firms have since followed suit – often by buying LinkedIn Sales Navigator licences for staff (e.g. Ernst & Young).

Certainly “social selling” is now  dominated  by LinkedIn with its 200 million strong professional user base, and now backed by Microsoft, it is set to maintain its dominance.

However social selling can and will happen on other tools and sites:

  • Quora questions and answers can deliver very targeted leads
  • Twitter provides a fast moving environment for breaking news
  • TED talks can strengthen existing thought leadership positions
  • Presentation decks on Slideshare can keep presenting for you long after the original talk
  • Blog posts can provide the space to make an argument effectively.
  • Sector focused Facebook groups can be lively and engaging
  • Whatsapp groups can trigger rapid responses among business people.

New sites can pop up too, like Gartner’s new cloudadvice.com platform that offers a forum for experts while tools like Blab.im can pop up and go away in just a few months.

For some businesses, they may also run their own online social platforms – whether multi-stakeholder such as the business2community.com blogging community or a corporate focused one such as CapGemini’s Expert Connect.

Then of course there are geographically localised sites that may offer more profitable prospecting in specific countries, such as Xing in Germany, Viadeo in France or Weibo in China.

The lesson is that when it comes to B2B social selling there is unlikely to ever be a single site that covers all your needs for all your sales focused staff.

Analyse that!

This then presents a problem when it comes to analysing what works. Whether from a management point of view, asking “is our licence money well spent?”, or from an indvidual point of view, “where should I invest my time?” – having so many different options brings a struggle to create a cohesive strategy.

One way to decide, is to use a data driven approach: look at the results of activity and link them back to success. Do more of what seems to work and less of what doesn’t.

Many platforms offer their own analytics which do go some way to providing the necessary feedback loop. They offer  scores based on your activity – whether specific metrics, e.g. number of tweet impressions or a more sophisticated, composite index such as Klout or LinkedIn’s Social Selling Index. These are what are termed native analytics tools as provided by the platform.

However, most native analytics tools are biased towards usage rather than value.

Take LinkedIn’s SSI for example. One LinkedIn trainer, Andy Foote, who looked in detail at how the score algorithm is calculated said:

“Frankly, it looks like a checklist for how to become an aggressive LinkedIn pest.”

It’s true. Every analytics package always has designer bias built in. In LinkedIn’s case it makes complete sense that the metrics should prioritise getting people to use LinkedIn over other priorities. Even something as simple as the order in which analytics are shown reflects the preference of the designer, yet the viewer will instinctively treat the first metric as more important – it’s simply the way we’re wired.

How can I bias the analytics towards business value for us, not the platform?

One way to do this is to create your own social selling score and composite metrics instead. You can then order and weight metrics according to your contextual priorities, not those of the underlying communications platform.

Creating a meaningful social score for your staff need not be difficult or expensive: using a spreadsheet you can import raw usage data from any of your sales navigator staff from Linkedin, you can download data from twitter analytics too. Combine it all together and you can create a social selling composite report for each sales rep that reflects your priorities as a business (and your experience of what works in your sector). Then email out the score to each rep and you can get them engaged and motivated to focus on the right social selling behaviours.

Of course if that sounds like too much work to do each week, then you can of course use Rise to take away much of the heavy lifting. Rise will pull in the data automatically where possible, process it and calculate a score. Rise will then share the results to each sales rep via email or in a personal online dashboard.

If you’d like to try Rise out (for free) then we recommend a simple RiseFuse implementation. This app uses Klout scores as a proxy for more detailed metrics. It means you can be up and running in half an hour. Or if you’d like to take your time then contact us and we’d be happy to walk you through what’s possible.

Investing in Sales Navigator licences? Put some budget into success tracking too.

I think the key takeaway for me is that if you are spending in the thousands to give your staff sales navigator licences then you should spend in the hundreds to make sure that investment is giving you value (management reporting) and personal feedback so that your staff  can optimise their behaviour to give them value (personal reporting).

Rise customer ClickMechanic shares their success story

It’s not often that you get a customer story told in a guest post like this. We’re thrilled with the ClickMechanic team’s Rise journey – this guest blog has been written by Simon Tinsley, Click Mechanic’s Digital Marketing Executive:


Hi! We’re ClickMechanic, not only are we satisfied customers of Rise, but we’ve taken the success tracking philosophy of the effective use of data and targets and applied it throughout our company with great results. We’re so excited about sharing our story so it can help other growing businesses that we asked Rise to let us share our story on their blog and they kindly agreed.

Firstly, a little background, we’re an online marketplace for car repair, servicing and inspections with a nationwide network of mechanics. We’ve used Rise’s leader board to promote engagement on social channels amongst our mechanics and found that it provided a 23% uplift in sharing from our mechanics.

More striking has been the impact that applying targets carefully has had throughout our company. We noticed recently that a quarter of bookings placed never get assigned to a mechanic – meaning more unsatisfied customers and less revenue for us. Recently we introduced a number of initiatives that reduced the number of customers without a mechanic by 60%. So, how did we do it?

Firstly, we gave people responsibility for a particular area of customer service each day. This focus allowed our team to reduce the amount of time they spent switching tasks, and therefore reduced wasted time. Alongside this, it gave a sense of ownership and responsibility over that area for the day. Secondly, we made the key metrics visible to the whole team. Such that the team can see the results of their efforts. The immediate feedback has seen our net promoter score increase from 80 to 85.

Finally, and perhaps most importantly, we introduced targets for assigning bookings to the team. Here, we followed the key principle of ‘Count Fruit Not Leaves. Initially these were individual targets, though we found this provided faulty incentives. Team members on other tasks for the day would try to squeeze in assigning bookings to inflate their numbers and ‘win’ and neglect other tasks. With this in mind, we switched to a team target to encourage co-operation between the team. Not only have we seen the KPIs increase, but also we’ve had feedback that the team like having something to aim for and find it motivating.

We’ve also applied personal metrics to our development team. We work on a fortnightly sprint and plan our engineer’s time using ‘points’ to represent blocks of time. By doing so, we are better able to plan our development work and coordinate the rollout of new product features. Alongside this, it creates accountability within the development team – if tasks aren’t completed then the reasons why can be discussed transparently. Tracking this data allows for improving our estimation of how long projects take and can help us to identify if there are certain aspects of our process that consistently cause projects to run over.

Five personal analytics design principles

When designing a personal analytics system for your staff or customers you need to put their needs front and centre.

What is personal analytics?

A personal analytics program is an opt-in tool for staff or customers. Each staff member gets a personal dashboard, a rank on a leaderboard and weekly stories relating to their digital analytics  (eg. up 3 positions to number 5, personal best this week and so on) – this regular feedback motivates optimisation of the behaviours being tracked without requiring further rewards.  It’s like having your own Strava or Fitbit for work.

Businesses should run personal analytics programs for employees/customers/suppliers/partners because it is the best way of communicating to them about whether they are winning. It lets you show people how they can win!

Generally speaking your audience is not analytics savvy, they don’t wake up in the morning thinking “I must check my dashboard today”, struggle to process lots of numbers and don’t really optimise their behaviour in a regular, organised way.

To counter this, I propose five principles to include in any personal analytics dashboard design as follows:


It must be simple and easy to understand, whatever the format it is delivered in. Condensing multiple metrics into a single score does this.

Ensuring that ordering is only by that single score reduces complexity of options as does keeping to a single time period for everyone.

Calling out major achievements with digital badges is also a way to make analytics easy and understandable.


Notifying the user to changes and updates to their score is essential. In our super busy world we want our analytics to come to us, not the other way around. I’ve found that receiving your score via a tweet, push notification or email works really well.


We’re social beings so our analytics must be social. We’re interested in how we perform against others, and we want to communicate with others about our analytics.

Tracking analytics can also be more motivating when the player unit is a team versus other teams or the whole community against a collective target.


Having a common analytics framework among peers ensures everyone is speaking the same language. If everyone’s score is between 1 and 100 then that’s much easier to understand, compare and communicate.


Analytics alone can be too dry for everyday use. Converting analytics results into stories gives people something they can celebrate or commiserate. “Personal best today”, “Down 3 weeks in a row”, “You ranked 25th out of 100!” are all good story examples.


Like these principles? Rise.global is the success tracking network that lets you design and run a personal analytics program for your staff or customers. The principles above are intrinsic in the design of any Rise Board. So, what are you waiting for? Try Rise.global today.


Automate your life with the Rise.global Zapier app

Automation is one of those things that makes life a little bit easier.

I’m certainly someone who likes to automate wherever I can, and nowhere more so in my digital notifications.

As a Rise.global regular I look out for updates to my score on Twitter Followers Club and Twitter Activity Club. I am actively trying to improve my use of Twitter at the moment so I find both boards provide helpful analytics for me to optimise with.

However, the updates come via email and I’m also someone who gets a deluge of email so the updates are sometimes missed.

risezapierThis is where Zapier comes in for me – Zapier is a kind of bridge between different software systems. If something happens on one system, it can then trigger activity on another.

Wonderful” I thought, “perhaps Zapier can help me get notifications direct to my mobile phone?

Adn Indeed it does, Zapier supports “Pushover” a dedicated notifications service for my mobile.

So all I needed to do was to get Zapier to look out for releases of the boards I’m interested in and then get Pushover to notify me of my latest score directly onto my phone.

Here’s the result:


Now you can see, alongside my other phone notifications I get my latest Twitter Followers Club score.

Because this is Zapier, I could have done this for a whole host of others services too such as adding a new to do item to Asana or a new card on Trello. I can even configure it to post out to Twitter on my behalf, letting my followers know my awesome new score.

Automation made that bit easier with Zapier.

If you’d like to use the Rise.Global Zapier app then follow this link to gain access to the beta. You’ll then be able to use Rise as an app on your own Zapier account.


How I did it

If you’re interested in copying me and setting up a notification for yourself then here’s how I did it, step by step. You’ll of course need your own Zapier.com account to do it.

  1. Sign up with Zapier.com
  2. Add the Rise.global app
  3. On Rise.global, sign in, go to Edit Profile then API key and click the button to generate your api key (you’ll need this later on)
  4. On Zapier create a zap
  5. Choose Rise as the Trigger
  6. In the options you’ll need to use your API key to connect Zapier to your Rise.global account
  7. Now choose which Rise Board you want to be the trigger for activity each time it releases (typically weekly for most Rise Boards).
  8. Now set up the Action. I chose to use Pushover but you could use a different app you’re more familiar with.
  9. Now inside your notification, and this is the fiddly bit, you need to define the message that you want to send, each time the release occurs.

    Here you can see I am using Board Name, the name of the release, my score and my rank as the merge fields.

  10.  That’s it, test your zap and then turn it on. Now sit back and wait for your personal analytics news to come to you!


The 10 key work packages to roll out a successful employee personal analytics program

Rise.global is an awesome tool to run an Employee Personal Analytics program – giving each employee their own relevant, data dashboard so they can optimise their working day, get better at their jobs and make better business decisions. This post explains employee personal analytics and outlines the key work packages you’ll need to make it happen in your organisation.

Since we know that data driven decisions tend to be better decisions (HBR2012) there is now a move, within organisations seeking to build a data-driven culture, to provide relevant data analytics dashboards, traditionally given only to managers, right down to employees themselves.

Gartner calls this trend “Personal Analytics” and recently added it to the very beginning of it’s popular “hype cycle” of emerging technologies.

The very best Personal Analytics tools go beyond simply personalising existing business insight reports to individuals – they are apps in themselves. As with so much enterprise technology, the user experience of these tools has already been trailblazed in the consumer marketplace by activity tracking apps like MyRunKeeper, Endomondo, Strava, Nike+ and Fitbit.

Activity tracking apps offer more than just an analytics dashboard – they offer social comparison, achievements and automated coaching. These features lead to intrinsically motivated consumers: people who opt in to sharing their data with these personal analytics apps in return for accurate feedback and an engaging experience.

For the brand sponsoring the activity tracker, the return comes from brand engagement, loyalty and real activity data from customers. In return the consumer gets a powerful, relevant self-improvement tool. This model appears to work. In running Nike+ alone has 28 million users while challenger brand EndoMondo spent $500m on MyFitnessPal and Endomondo to try and keep up. Fitbit leads the way with step tracking for over 29 million users, including 1000 corporate customers using Fitbit as part of their employee wellness program.

Bringing personal analytics technology into an organisation seems like a no-brainer. If this technology can motivate and train runners to run faster, surely it can help sales people fill their pipeline or customer service reps close more happy customers?

The answer to this is of course yes – these programs can and do deliver significant value. Most importantly, in a world where the medium is part of the message, they can be used to signal an overall shift towards individual employee empowerment and digital transformation.

rise-single-score-personal-dashboardRise has been running personal analytics programs like this for enterprise clients for the past 4 years. During that time we’ve identified that successful programs don’t just happen on their own, they are more than software and data, they take planning and effort.

In this post I want to outline some of the work packages that you’ll need to consider when embarking on your own program. Whether you’re focused on just your immediate team or have a broader, perhaps global, remit,  you’ll need to consider each area carefully.

1. Program Sponsorship

All good programs need a sponsor, someone in or near the C-suite, that wants to see personal analytics made available to some or all of the employees. The sponsor is ultimately responsible for setting the business goals of the whole program – such as driving adoption of digital tools, achieving sales via social media and so on.

Business goals will vary – is the objective to improve an OCB (Organisational Citizenship Behaviour) such as social media use or sustainability at work? Or is it to improve a role based skillset – such as adopting new Customer Relationship Management software and processes?

On the outside Personal Analytics programs can look very similar to traditional measurement or business insight programs. Ensuring everyone on the project understands the difference is key to a successful program. Making the program opt-in (or at minimum opt-out) is a clear signal of a personal analytics program that has employee needs at its heart.

2. Score Algorithms

Good personal analytics programs don’t bewilder their users with a potentially competing array of statistics – composite indices are the order of the day – single balanced scores that go up or down. These have many benefits:

  • accessible for busy professionals
  • simple to understand good and bad
  • weightings can be used to embed business priorities
  • allows easy comparison with peers

Defining and managing a single score algorithm is not so straightforward. What matters to marketing isn’t necessarily what matters to sales. The current priorities of North America are not necessarily the same as those in Europe. How do you decide what metrics count? While usually the score algorithm is defined by an expert to begin with, in mature programs this becomes the job of a scoring committee.

Some organisations like to put all their eggs in one basket and focus on a single score for all roles and all behaviours while others prefer a separate algorithm for each role / behaviour.

3. Anti-gaming

The flip side to the positive benefits of a score algorithm are the unwanted behaviours caused as players try to “game the system”. This is an inherent problem in any personal analytics program and one I’m very interested in personally. On my GamificationOfWork blog I’ve listed 16 classic design fails that should prove sobering reading. They aren’t insurmountable though, so do drop me an email if you’d like a copy of my white paper on 12 anti-gaming mechanisms you can use in your next program.

Considering anti-gaming issues at scale can take time. The more sophisticated your program, the more important this can be to maintain the trust and credibility of your user community.

4. Positioning

Framing your program right takes time. Prospective user interviews are a great way to understand personal analytics from their point of view. Without good positioning your program may come across as “just another measurement tool” or “something from management”.

I’m a firm believer that personal analytics should be rolled out as an opt-in solution for employees, or at worst “highly recommended” – this drives higher ownership of the program among employees and empowers them to suggest those key improvements that will make the program really effective in the long term. To avoid the “empty bar” problem I find there is rarely a shortage of senior executives willing to be the guinea pigs on the initial leaderboard.

5. Player Experience Design

Planning the player experience means looking at the program and imagining your users as “players”. This has been widely described as “gamification” though is also termed behaviour engineering and motivational design.

A good player experience has obvious score systems, achievements (aka badges) and social features such as leaderboards that add colour to an otherwise dry, analytics experience. This absolutely doesn’t mean making it all into a game with swords & dragons etc. and also doesn’t mean littering it with incentives  like ipads and cash payments! What it does mean is structuring the experience for people who want to progress at their own pace, who want to see both the inchstones and milestones on their journey and be able to see their status against peers, whether that’s in teams or as individuals.

Benchmarking versus peers on a leaderboard is one of the most powerful and engaging elements however it must be done with care. For example, not all countries even allow employee leaderboards (e.g. Germany) and a badly rolled out leaderboard (a global top 10,000 for example) can actually demotivate the staff languishing in the lower echelons. A good player experience design takes into account social comparison theory – the idea  that we are more motivated by being a big fish in a small pond than being a small fish in a very large one…

6. Visual Design

Once you’ve got your positioning and player experience design nailed down it’s time to provide the right copy and design that ensures your program resonates with its target audience. After all personal analytics is a tool for individuals, offering a relevant score, the design and copy should reflect their priorities.

7. Communications Planning

Hot on the heals of the design and positioning conversation are the actual planned communications around the program. This will start with launch announcements but can be expanded to include collective commentary (who are the movers and shakers this week – how are we doing as an organisation) and inter-player sharing (how I managed to increase my score 5 weeks in a row…). A good communications strategy can bring your personal analytics program to life by encouraging players whether  veterans or newbies to mentor each other.

8. Data Management

At the back end of any analytics program is a chunk of big data. That data needs attentive management and the occasional sanity check to ensure that released scores are correct and still relevant. Nowhere is this more true than in the world of online media where data availability can change at a moment’s notice.

9. Data Sourcing

Often you’ll also need to source the data for your program from a different system. Systems integration can help you connect the dots and ensure your personal analytics tool includes key metrics from both internal and externally managed systems.

10. Success Tracking

Finally, you’ll need to practice what you preach. Tracking the success of your program means reporting back on your own key success metrics. In theory this should be easy since you’ll probably already have all the data you need – there may still be some work to do in converting that into convenient aggregate statistics though.

So clearly, there is more to a personal analytics project than perhaps meets the eye but with good planning you should find that your program delights its target customers and helps build the right positive habits and behaviours within your organisation.