One of the many benefits of Truvelop is the messaging our Customer Success team sends to leaders and managers on the 1st and 15th of every month. Through Truvelop Tips, Meryl Goeke & Juliana Withers share best practices, proactive recommendations, and quicks tips with end users on various topics. This month, we are focusing on celebrating our individual contributors. Here is an excerpt from the most recent Truvelop Tip: Show Team Members Their Contribution Matters.
If our top priority is retention, then we need to get creative and strategic about how we’re going to keep our employees. When we celebrate their contributions, we can emphasize their value and remind them of our organizational purpose.
Managers complete Evaluations and Sparks to help team members track progress and promote development, but it can also be used to recognize that their efforts are important. As a manager, how do you show team members they matter? Do you reinforce the WHY to inspire them? What does this look like in your day-to-day activities as a manager?
- Recognize talents and strengths. What is the Team Member doing really well? As a manager, have you communicated that with them? Let the Team Member know exactly what you see as their strengths. They will feel like their efforts are being seen, and know which behaviors they should be recreating in the future. Gallup has found that “simply learning their strengths makes employees 7.8% more productive, and teams that focus on strengths every day have 12.5% greater productivity.” Strength focused feedback can help your Team Members and your organization see more success!
- Show appreciation publicly. Managers can share positive praise publicly company-wide by posting to the Recognition Wall. Showing appreciation publicly can help individuals to feel valued within their organization, increasing engagement and productivity in the workplace. Team Members want feedback from their managers, and Spark is a great tool to get the conversation started.
- Reinforce the WHY. Whether the manager is 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 and highlighting their impact. Rather than just saying “do this instead,” or “this was good,” share whyan action mattered. This added layer creates more transparency and really helps the Team Member to understand the importance of their work. Additionally, you can encourage Team Members to self-reflect with the following resources from the Employee Resource Center: Building Motivation & Engagement and Individual Development Planning.
Taking the extra step of recognizing talents and strengths, or even recognizing change shows your Team Member you are invested in their development and future with the organization. The more touchpoints the better to build trust and engagement.
By equipping both our Managers and Team Members with the tools to be successful, we can foster more meaningful conversations, boosting engagement, motivation, trust, and ultimately employee retention.
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.
