Thanks for your post on Rypple. I learned about Rypple after reading Tammy Erickson’s blog- she’s the expert on the generations. Just last week I was in the Toronto area running some meetings at a client site for managers on how to provide honest, helpful and non-threatening feedback to their employees. James Wu, a Rypple team member who is in charge of user Experience and Usability sat in during the session and provided a briefing on Rypple during lunch. The meeting participants were able to see the tool and ask questions. Every one of the managers asked James to get them started Ryppling. Sure it’s a great tool for employees to take back control from their managers on getting feedback but get this…the managers in the session who were there to learn how to give feedback all agreed that they too needed feedback from their employees on how they were doing. So, for them step number one is soliciting feedback on their performance- what they are doing well and what can they be doing better. For this organization the idea is to socialize the concept of making feedback a regular part of how they run their business. In order to move this tool into the hands of the employees the managers will set the example. After modeling the tool for their employees with their willingness to solicit feedback the hope is that employees will see that they can also ask for feedback from the people they trust rather than having it be something they wait around for or have to choke down during the annual review meeting.