Employees want to work for organizations that leave them feeling inspired. Managers play a major role in helping employees feel valued and that their work is making an impact. This ultimately contributes to a more engaged and committed workforce, increasing retention. With so many industries feeling the lingering effects of the Great Resignation, retaining your team continues to be a top priority. Employee empowerment has the ability to transform your team, which is why July’s content focus was on best practices for empowering your organization’s people.
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According to an article from Microsoft published by Harvard Business Review, there are three themes identified by employee surveys: culture matters, thriving takes a village, and thriving and work-life balance are not the same thing.
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: Empower Your Team.
Front-line workers represent the majority of our workforce but are often the most overlooked and under-appreciated. Without face-to-face interaction, even if only at the beginning or end of a shift, and a decrease in team engagement opportunities, many front-line workers are left feeling invisible and under-appreciated.
In addition to our Manager-facing messaging that goes out each month, our Customer Success Team shares best practices for Team Members as well. These messages highlight how they can leverage Truvelop to further their own growth and development, while also strengthening their relationships and boosting their engagement. Here’s an excerpt from June’s Team Member Truvelop Tip: Control the Controllables.
As employers tried to combat the Great Resignation and compete in the ongoing war for talent over the past two years, increases in salaries, additional benefits and flexibility served as attractive incentives for some. However, for others, despite their best efforts they continued to experience high turnover. Why?
In July’s Lunch and Learn, What Does Employee Empowerment Look Like?, our audience considered how they can best empower their teams, contributing to greater trust, engagement, creativity, and retention. We heard a lot of amazing best practices and insights from our audience about how they’ve been able to leverage Truvelop to connect with their team, strengthen their relationships at the front line, and have productive, data-driven development conversations on a regular basis.
Employers looking to attract and retain front-line workers, shouldn’t overlook the benefit of providing professional development opportunities so that employees are prepared for the future of work and remain engaged.
We want employees to genuinely enjoy coming to work each day. Building intrinsic motivation takes time, but according to Self-Determination Theory, we can foster stronger intrinsic motivation by developing three pillars: autonomy, competence, and relatedness. By focusing on these three pillars, Managers can empower their teams to come to work each day feeling inspired and with a strong sense of purpose. They can sustain their engagement and commitment, and create the best possible employee experience, driving retention and productivity. August is going to focus on the second pillar: competence. By inspiring your team, you can tap into each employee’s full potential.
As always, we would love to hear your ideas and feedback! Please reach out to us at firstname.lastname@example.org to share.