Get Personally Ready for ‘Rateocracy’

Accountability Growth mindset Organizational leadership


Key Point: You and I will be rated on the Internet and it will be there for all to see. It’s not “if” but “when.” Those following my blog have heard this before and the concept, labeled by some as “Rateocracy,” is definitely trending.  Sodexo’s 2015 Workplace Trends Report reveals that employees and consumers are gaining greater influence over corporations’ behavior thanks to this new form of public accountability. This is putting unprecedented pressure on companies to act with much more transparency. Soon it will put more pressure on leaders and eventually it will come down to you and me. Every day folk’s performance and contribution will be there to search and see. To some extent a Google search provides a little insight today, and of course companies like Glassdoor rate employers and at minimum, the CEO. However, I’m talking about it being more direct and intentional at very personal levels; the “Glassdoor for all.”

As an example I could see a website emerging where you might:

“Rate Lorne Rubis as a Leader.”

  1. On a scale of 1 to 10 how well does he get results, develops strong relationships, and helps others improve? 
  1. On a scale of 1 to 10, would you recommend a friend to work for him? Would you be a net leader promoter or leader detractor of him? 
  1. What are his best strengths? Why you really like working for, beside, or in his area?
  1. What drives you crazy about him sometimes? 

Implications? Will this be good for us? It can be a little intimidating. I’d be personally troubled if I got low scores on the above and somewhat embarrassed if it was there for all to see. However, it is what it is. Just because it’s not visible right now doesn’t mean the reality doesn’t exist. So, I believe the most important consideration will be our mindset. If we see this transparency as a way to continuously improve and learn, it will likely be helpful. It will be important to have a strong sample size and some cumulative history so we get meaningful trends. If only five people rate us, the data may not mean much. And currency is important. I wonder when restaurants leave their “Best Rated” sign up from 1997.

Character Moves: 

 1. Work as if you were being publically rated right now. Find out how you would do. Start preparing by going through one daily checklist. Ask yourself: 

Did I bring value today? To whom? Did it matter? Ask what results did I achieve? Did I exceed expectations? Did I create a “wow,” or just show up?

How did I make people feel today? Did I further my relationships?

Did I give more than I took today? Who did I thank or coach? 

Rateocracy in The Triangle,


One Millennial View: I heard a viewpoint I liked recently where someone said they tried to operate where “everyone they worked with would have something good to say about them with whoever they were out to dinner with that night.” Sounds simple, but get it? Their goal isn’t only a positive review, but to deliver a nice enough experience where they’d come up during dinner. It’s so obtainable, but takes the effort suggested above. Let’s become positive dinner conversation. 

– Garrett

Edited and published by Garrett Rubis