While there are many reasons why employees leave an organization, one of the common reasons is lack of motivation. Following two years of change and anxiety fueled by the COVID-19 pandemic, an increasing workload, and evolving expectations, many employees are feeling deflated.
It can be easy in a remote environment for managers to continue every day, business as usual, assuming everything is fine when a lack of engagement with employees could be leaving them isolated and unappreciated.
According to TINYpulse, 21.5% of employees that don’t feel recognized when they do great work have interviewed for a job compared to just 12.4% that do feel recognized.
Gallup research “indicates that teaching managers and employees to have more frequent, meaningful conversations about work expectations, progress and development improves engagement and performance.”
The Truvelop app, not only aggregates important data about each employee, it uses that data to inform managers how to effectively engage with the employee. The data collected can generate meaningful insights on the team member dashboard to help guide management strategies. These insights – management cue cards – provide managers with suggested proactive management actions to increase engagement with team members.
For those managing large and/or remote teams, and those who struggle in management roles, the Truvelop app helps managers capture employee observations and performance appraisals in real time, and access recommended actions for motivation and retention.
Truvelop’s Spark feature is a great way for managers and employees to engage in a continuous and flexible goal-setting model where frequent touchpoints are encouraged throughout the year versus a “set it and forget it” approach.
When a team member crushes it in a meeting, saves the company time, or shows a better way to complete a project, Spark helps capture the moment and build a library of those moments.
Once a manager has sent a Spark to an employee, that employee can respond to the comments made in that Spark. Managers can also respond to the comments made by an employee, allowing for real time dialogue and creating a continuous feedback loop between managers and employees regardless of work location and without the need for a face-to-face conversation.
If an employee responds to a manager’s Spark, the manager will be notified of that response. If a manager replies to the employee’s response, the employee will likewise be notified.
Each Spark is recorded and broken down into current week, current month, and total history, which can be tremendously helpful reminders for evaluations or when considering advancement opportunities.
Average performers require motivation and guidance from managers on where they should focus on improvement.
Management cue card actions could include:
- Ask for their opinion on how to make something top rate or best in class. It’s important you act on their suggestions. Otherwise, their suggestions are meaningless.
- Create a development plan that connects that individual’s motivational preferences with the Performance, Attitude and Maintenance targets you set for them.
- Upon conclusion of a big project or deadline, ask them for feedback or suggestions on what can be done differently—individually or by the team—to really step it up.
Understanding what motivates team members, and working with them to create opportunities to work to their potential and towards goals is critical to employee retention. Never assume an employee is underperforming or has a bad attitude because they don’t like their job or are under-qualified. Intentional conversation and motivation could be simple ways to turn an average employee into a high-performing one, and reduce turnover.
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.