Here at Truvelop, our managers are collecting thousands of data points every single week. But it isn’t enough to just collect the data – it’s what the managers do with the data that really matters. In August, our team explores the importance of data and its role in meaningful, strategic development conversations.
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.
As businesses embrace data-driven decision-making, HR managers can harness the power of data to understand employee sentiments, motivations, and needs better.
Having a coaching conversation can feel daunting. You want to help your employee improve, but sometimes it can be tough to know where to start. Throughout the year, you’re collecting data in Truvelop. From regular Evaluations, to in-the-moment Sparks, you’ve been painting a picture of the employee experience and how they’ve been performing. This data can be the foundation from which you open an objective and transparent coaching conversation.
According to Deloitte, nearly 75% of workers have experienced burnout in the past year. Employees are feeling overworked and undervalued – it’s time to refresh their perspective and support their wellbeing by fostering mentorships between managers and their direct reports.
Employee needs evolve and managers must be in-tune to these changes in order to engage their team effectively. Managers can’t assume to know what employees need or want; trusted two-way communication with frequent pulse checks is the best way to ensure employees feel heard and valued.
In order to feel like you have autonomy over your development, it’s important to know where you stand today and what you can do to improve. Your managers should be sending you Sparks consistently and having regular performance check-ins with you to align on what’s working well and what can be improved. When you enter these performance check-ins, do you feel like you’re an active participant?
When managers aren’t coached on best engagement and employee development practices, this results in employees feeling overwhelmed and undervalued. When Team Members aren’t inspired or motivated, they are less engaged. How do you identify quiet quitters and how can you become a better manager in order to combat this issue?
Too often, managers assume they must make external hires to upskill their team. This approach can not only result in low morale, but it also can overlook internal candidates with promising potential for future growth.
In Navigate Coaching Conversations with Data, our audience considered how they can leverage their Truvelop data to have meaningful, strategic conversations around employee development. Managers have access to so much information right at their fingertips in Truvelop, so it’s important to know how they can best digest that information to drive engagement and trust with their direct reports.
In most businesses, managers are bosses. They aren’t leaders and they certainly aren’t coaches.
In recent months, the Truvelop team has started supplementing their monthly Manager messaging with a monthly Toolkit. This toolkit organizes all of Truvelop’s resources around the monthly theme and delivers the learning materials in an easily digestible way. From blogs, to worksheets, to videos, these Toolkits have a learning resource for everyone. Here’s a preview of August’s Manager Toolkit: Data-Driven Coaching
Ongoing evaluations are critical to driving performance and engaging employees. While data and observation are key to an effective evaluation, evaluations can also be influenced by a person’s mood and recent experience, which could negatively impact what otherwise may have been a decent review.
Up Next…
Data is critical part of 1:1 development conversations, but it can also be the basis of organizational strategy. In order for organizations to thrive in 2024, it’s important for leaders to understand their talent landscape, who their emerging leaders are, and where they have any gaps. By understanding what’s going well and where they need to spend time growing, organizations can see efficient development.
Contact us today to learn more about our modern approach to performance management and development and how it solves for retention. Don’t just take our word for it, see what our Customers have to say.
