Inside the App: Evaluating and Coaching for Advancement

October 14, 2021

Management is a learned skill that often requires self-education – most companies don’t train managers to manage. So, when it comes to figuring out how to evaluate employees then nurture and coach them to drive performance or develop a path for advancement, managers can struggle to determine the right approach.

The Truvelop app takes the guesswork out of employee assessments. The app provides managers with a comprehensive, easy-to-use tool for evaluating and monitoring employee performance development that is accessible from a desktop or mobile app.

Truvelop provides a standard set of fifteen questions broken up into three categories:

  • Performance – general questions related to individual performance
    • How does this team member’s performance stack up against expectations within your organization?
  • Attitude – general questions that relate to a team member’s attitude towards their work and colleagues.
    • How does this team member’s attitude impact your organization?
    • Do they positively or negatively affect your brand and fellow team members?
  • Maintenance – this category refers to the team member’s social, emotional, and financial cost to the organization and the ease or difficulty associated with managing this team member
    • Is this team member’s presence an asset or a cost to the organization?

When evaluating team members, managers should always add comments and applicable documentation that will provide context and enrich the data which improves the performance of the app.

When an evaluation is completed, the manager will see the results represented by a letter grade and descriptor based on the responses. Now what?

A unique feature of Truvelop is manager cue cards, which provide managers with action items based on a team member’s score. Scores will change as the app collects data, providing insights on the employee’s development and capability. The manager cue cards help managers to intervene effectively to motivate, develop, educate, or replace the team member based on his/her score.

Here are a few steps for fostering engagement, mentoring and acknowledging high-performing team members:

  • Share with the team member his/her value to the team and the organization more often than just review time
  • Ask the team member if they have any frustrations, challenges or obstacles affecting their work or ability to succeed
  • Take the time to understand your A player’s long-term goals – do those goals align with future opportunities within the company?

A high-performing team member should see a clear path for advancement. They need something to work towards – something in return for all their hard work and success – otherwise, they will seek is elsewhere.

Consider opportunities for promotion within your team or across the company. Discuss this high-performing employee with your boss and other senior leaders.

After you have established growth goals with the employee, develop a plan to help them see the path there. Are there training or skills development opportunities? Mentorship – is there someone in the organization from whom they might learn? Opportunities to demonstrate leadership in a new way?

For B-players – these are team members who perform well but not as well as they are capable – open communication to explore any barriers or frustrations they might have. These team members often need motivation. Make them feel valued – ask them for their opinion, or invite them to work on a challenging project.

Talk to them about areas for improvement and ask them what they need to support them in this effort. Create an actionable development plan that connects the employee’s motivational preferences with the performance, attitude, and maintenance targets you discuss and agree upon.

Managers should not neglect their star employees, but it takes more than recognition of achievements. High-performing employees want to feel valued and respected and must see a clear path for advancement, otherwise, their ambition will lead them to leave, creating a void that can be difficult and expensive to fill.

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.