Managers are the first line of defense against low engagement and turnover. They interact with their teams every day and have the ability to influence an employee’s development journey and overall experience. In fact, Managers account for nearly 70% of variance in employee engagement (Gallup). That’s why April’s content focused in on what it means to be a good Manager, and more importantly what steps can a Manager take to become an effective and inspiring leader.
Enjoy revisiting these blogs and the many tips and tricks included with each blog post. Please help us expand our community by following us on LinkedIn and Facebook and continue to visit Truvelop’s blog for valuable insights into best practices in performance management, real time feedback and employee engagement, and how to improve the overall employee experience.
We are living in world of constant change – social, cultural, technological. Managers are often left to figure out how to support their team members on their own with little training or resources. With a performance coaching platform like Truvelop, managers can learn how to adapt and proactively support employees to improve engagement and reduce turnover.
The first quarter of 2022 has come to a close and recruitment remains one of the top challenges for HR leaders. Despite increases in pay, flexibility and perks, hiring new candidates is still a tough nut to crack. With so many businesses competing for talent, pay and perks are not enough.
Confidence in your management competencies can come from many different areas. Maybe you have extensive knowledge about the job. Maybe you’ve always been a people-person. No matter what your background or skill-set, Truvelop is here to give you additional tools and resources to help you exude confidence, inspiring your team and strengthening the Manager-Team Member relationship.
Professional development is important for organizations to maintain engagement with employees, boost morale, and improve productivity.
The terms manager and leader are often used interchangeably, however, they are two very different roles. Unfortunately, many businesses fail to prepare employees for a leadership track, instead, throwing them into management roles and wondering why they aren’t serving as better leaders.
Here at Truvelop, we believe Employees leave Managers, not organizations. To create the best employee experience and prioritize retention, it’s crucial to have Managers that inspire, motivate, and engage their direct reports. However, we see that Managers are rarely trained on how to truly be effective leaders.
Read More Here has changed drastically over the past two years. Regardless if employees were already part of a distributed workforce or learning how to work remotely for the first time, expectations and performance demands have shifted, adding a new layer of challenges for managers.
Building a pipeline of leaders internally is smart succession planning and a great way to retain employees. As many employers struggle to find a magic potion for reducing impact amidst the Great Resignation, a simple solution could be creating a culture that values and recognizes employee contributions. When companies invest in their employees, they can build a legacy of leaders who are passionate, loyal and committed to serving the organization for the long run.
Yesterday, we held our first in-person Lunch and Learn, hosted by our friends at Harkins Builders in Columbia, Maryland. Special thank you to everyone who was able to make it! We had so much fun seeing our users in person and exploring the topic of Am I a Good Manager?
We pride ourselves on having a customer-centric approach. Bringing together our HR leaders, executives, and company administrators, allows us to make sure that with every enhancement and update, we are prioritizing our partnerships. Listening to end users and paying attention to their needs has been key in building a successful product.
Turnover is hard – and expensive. Even though we’re in the midst of a revolving door of exiting employees, it’s hard to consider intentionally letting someone go. However, an employee who isn’t carrying their weight and leaving colleagues to pick up the slack could cause the loss of good employees. It can be challenging to terminate an employee, but sometimes there simply is no room for improvement because performance or behavior is poor, therefore replacing an employee is the optimal way to mitigate risk.
Leadership growth requires skills development and experience, but it can at times be impacted by barriers – real or imagined. Overcoming these barriers is important to ensure that a leader can truly grow and develop.
Last week, Truvelop CEO and Co-Founder Lisa First-Willis had the privilege of speaking at the CHRA Spring Conference and shared some creative ways to inspire, engage and retain your talent by adopting a High-Performance Culture. Some key takeaways included reasons why employees leave and the impact the manager-employee relationship has on the overall employee experience.
As we have frequently shared, the key to winning the war on talent is fostering a culture that values internal growth. Opportunities for advancement and professional development rank high in surveys – not only will this type of investment help engage the employee, but it will also drive production for the employer.
Our greatest purpose is to build better workplaces by strengthening the Manager-Team Member relationship through continuous data-driven, meaningful touchpoints.
By equipping Managers with the tools, resources, and support to tap into their leadership potential, Managers can create the best possible employee experience for their teams. Every single day, our users are leveraging Truvelop to have more strategic and impactful conversations, strengthening their relationships at the front lines.
We’re continuing the idea of managers into leaders by exploring different types of leadership and how Truvelop can help managers support and guide their team, no matter what their style or approach is. Giving Managers the tools and resources to be effective leaders is the first step in creating a more engaging and inspiring relationship between managers and employees at the front line.
As always, we would love to hear your ideas and feedback! Please reach out to us at firstname.lastname@example.org to share.