1) The document discusses insights from running a company and doing market research, noting a disconnect in how different generations communicate and rapidly changing dynamics around online connections. 2) The market research found that the human capital management industry is large but flawed, with disengaged employees being a major problem, and digital natives beginning to take management roles. 3) Feedback is currently given in real time but often lost, while performance reviews are usually retrospective; the vision is to improve on the status quo of feedback.

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2. Insights From Running Gemvara
• Disconnect between how my professional peers (40+ execs)
and my social peers (millennials) communicate at work and at
home
• Rapidly changing dynamics around how we connect with
people and process feedback
• Tons of leverage available for managers who use social +
short form communication effectively
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3. Insights From Market Research
• The “human capital management” industry is both
massive and broken
– Difficult sales process; Focus is on “CYA” not “UX”
– Decision makers are disconnected from tech/generational changes
• Employee (dis)engagement is a massive problem &
opportunity
– 70% of US workers are disengaged at work
• We’re at an inflection point as digital natives begin taking
management roles
– 75M millennials in workforce
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4. Status Quo
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5. Status Quo of
Feedback
Great in the moment, but
sometimes later lost in the
abyss
Real Time
Best case scenario for
performance reviews
Retrospective
Reality of most
performance
reviews
The Abyss
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6. Our Vision For
Feedback
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