I heard about Salesforce’s product, Chatter, as a means of evaluating employees a few weeks ago.
http://www.fastcompany.com/1842019/evaluating-employees-based-on-influence
The product is supposed to add a tangible component to the intangible factor of employee chatter and tried to put an algorithm around influence. Chatter is hardly the only one trying to address an office audience. Yammer is trying something similar too.
Are we adding yet another source of noise around ourselves to make us busier than we already are? We maybe – according to one study an average corporate worker sends/receives 105 emails a day. It looks to me like we are over-communicating already.
http://bits.blogs.nytimes.com/2012/07/08/life%E2%80%99s-too-short-for-so-much-e-mail/?smid=li-share
Not to mention that instant messaging over Skype(or similar) is used over and above the emails. Instant messaging requires one logged on at all times to be abreast of the fast flowing message river. A few days away is enough to overwhelm the stoutest of souls when they get back.
What about influence: Does every job function require influence? I am not sure. I don’t think every single job profile requires influence around the office block.
Will products such as these affect the introverts in the office or help introverts since they can resort to technology instead of meeting people? It takes all kinds of people to contribute in their unique and creative ways in order to achieve something. Can we generalize and assume that only those actions with influence are important.
Ten years from now, we may have embraced the office chatter and influence algorithms for them to become a part of our daily lives, or it may not have gone well or we may have moved on to entirely different paradigms 3 times over.
Nourish-n-Cherish 
My problem with technology industry’s performance metric is exactly what you mentioned. People have different skill sets and instead using it to company’s advantage the companies try to normalize and find people with unidirectional skills.
Is there a solution to it other than relying on good managers to tap potential?
I have no problems in companies collecting data. But don’t just apply one set of standard for everyone. Look where individuals excel and try to match the skill sets with requirements.
Remember the good old days when urgent was communicated through Telelgram and “instant” meant Maggie noodles?
Aaha – those were the magical days Anu. Really! So many days I have sat back and yearned to get back to those days. Seems like a fairy tale ..
Ah! Exactly my thoughts. Sounded like they want to turn appraisals into some sort of popularity contest.
Which is not the best strategy for all kinds of workers right? I know some stellar people who simply prefer to be left alone. It does not in any way make them less accomplished. If anything, they have identified areas in which they are comfortable and can contribute effectively.
You could certainly see your enthusiasm within the work you write. The world hopes for even more passionate writers such as you who aren’t afraid to say how they believe. All the time follow your heart.