Truvelop Tip: Transparent Communication

August 12, 2021

Happy August!  This month we are putting a focus on Transparent Communication.  When we communicate honestly and openly, we are creating trust between ourselves and our Team Members.  Trust and transparency go a long way in terms of building a Team Member’s confidence and autonomy. On the opposite end, a lack of trust can disrupt the employee experience, engagement, and productivity.  Does your team currently exhibit trust?

  • Communication – Do your Team Members communicate regularly with you?  Do you always have to seek out the Team Member to check-in, or will they come to you? 
  • Honesty – Do your Team Members share feedback with you?  Do they share accurate depictions of their work and their engagement? 
  • Feedback – How do your Team Members react to feedback?  Are they ever defensive?  
  • Respect – How do your Team Members handle conflict?  Do they come together to move forward?  
  • Accountability – Will your Team Members come to you if they make a mistake?  

In order to build trust, we must start with Transparent Communication.  We can be honest and stay positive in our feedback.  We can back up our words with our actions.  With Truvelop, we want to give you the tools to be transparent and communicate effectively and efficiently.   

  1. Evaluation Summaries:  With the Evaluation Summary, you get a quick snapshot of where that team member stands today and how you can elevate their performance.  Once you complete an employee assessment, talk to your Team Member about their summary and why you answered the questions the way you did.  Share your observations in an objective way and leave room for the Team Member to share their experience.   
  2. Proactive Coaching:  With Spark, you have the ability to document any Coaching feedback you may be sharing with a Team Member.  Stay proactive and guide your Team Member towards the positive behavior change.  Once they’ve implemented the coaching feedback, follow-up with a Praise Spark to reinforce the behavior.  The extra step of recognizing change shows your Team Member your investment in their development, building their trust in you.   
  3. Connecting Back to Values:  Whether you are connecting actions back to the organization’s values or suggesting training that would support a Team Member’s career goals, always aim to bring meaning to a behavior.  By attaching a value to a behavior, you are again showing your Team Member your investment in their development.  Rather than just saying “do this instead,” or “this was good,” share why an action mattered.  This added layer creates more transparency and really helps the Team Member to understand the importance of their work.   

July was a busy month for Truvelop! Here’s what you may have missed: 

Contact us today to learn more about our modern approach to performance management and development that actually improves the manager and employee relationship. Don’t just take our word for it, see what our Customers have to say.