As we wrap up August, we wanted to take a moment to reflect on the content that we covered this past month. With the Summer Slump affecting engagement and performance, coupled with the continued focus on retention, we thought it was relevant to focus our content on the best ways to boost feelings of competence. How organizations communicate around growth and development can play a big role in employees feeling like they have learning opportunities, they’re valued, and they have the support needed to be successful.
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.
Engagement. Flexibility. Well-being. Professional Development. Managers are increasingly pressured to find ways to retain talent, but too often are left to make assumptions, try a few approaches and see what works. There is one easy step that employers overlook – ask the employees.
In early 2021, Calvary Church was looking to implement a performance management and development tool. During Onboarding, Ron Cooney, Lead Pastor of Ministries, shared his need for a tool that would track job performance, provide a platform for healthy feedback, and most importantly, assurance for our team members who wanted to know if they were doing a good job. Ron shared that this stemmed from a personal motivation – in all the years he worked at Calvary Church, he had never received a formal performance review to know if his contributions to the team were valued or even helpful, and he wanted better for his leadership and team members.
Front-line workers are often the unsung heroes of a company, yet they are also the most likely to feel overlooked and not valued. For businesses experiencing high levels of turnover, it is mostly due to burnout and managers who treat their employees as interchangeable and lucky to have a job.
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, we share best practices, proactive recommendations, and quicks tips with end users on various topics. Here is an excerpt from the most recent Truvelop Tip: Tap into Your Team’s Potential:
Like the annual performance evaluation, employers are beginning to abandon the annual employee survey. Quite simply, the world in which we live and work is changing rapidly and so, too, does the needs and feelings of employees.
The Maryland Association of Counties (MACo) is a non-profit and non-partisan organization dedicated to articulating the needs of local governments to the Maryland General Assembly. Each August, nearly 3000 people gather in Ocean City to attend MACo’s annual summer conference. This year, Truvelop had the opportunity to attend as a vendor and build new relationships with the attendees. At our booth, we had various Truvelop giveaways, including postcards, pens, koozies, and a few Maryland giftbags.
Managers are expected to shoulder a lot of responsibility and are held to a standard many can’t meet because they aren’t trained properly. Too often managers bear the brunt of negative outcomes, some of which could legally impact the company and, while it isn’t fair, it is a reality managers face. If leaders want to develop competent managers, they need to provide them with the training and tools they need to succeed.
The term “quiet quitting” is gaining a lot of traction as organizations notice a shift in how employees are participating in work. The work-life balance is taking a priority as employees enforce stronger boundaries as a way to combat burnout. In September, we will be exploring how the Manager-Employee relationship can support engagement and retention, while also respecting your team’s boundaries.
As always, we would love to hear your ideas and feedback! Please reach out to us at email@example.com to share.