Now that we’re halfway through the year, it’s important for managers to reflect on all that has occurred in 2023. What major milestones has their team achieved? Are their any current obstacles? How can they best support their team in the second half of the year? Regular check-ins should always be a priority, and by having a meaningful mid-year discussion, managers can refocus and reenergize their people.
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Mid-year performance reviews serve as a valuable opportunity for employers to engage with their employees, assess progress, provide feedback, and align goals. However, conducting effective mid-year reviews requires careful planning, communication, and a focus on constructive feedback.
Employers need to rethink how they engage with workers to create the best possible employee experience and inspire team members to stay longer. Inspiring your Team Members can help retain talent by fostering a positive work environment, boosting employee morale, and increasing job satisfaction, which in turn can lead to higher employee retention rates and attract new talent.
One of the many benefits of Truvelop is the messaging our Customer Success team sends to leaders and managers twice a 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: Make a Mid-Year Check-In Meaningful.
The restaurant industry has historically dealt with labor shortages. Companies have always struggled with the seasonal nature of jobs and with replacing older, skilled laborers with younger workers. The industry will, however, start facing a larger problem.
Performance evaluation is more than an indicator for an annual raise or bonus. Employee performance can be monitored, redirected and improved. Team dynamics and talent challenges can be impacted when low- or high-performing employees are not nurtured and engaged.
At Truvelop, we know that change isn’t just manager-driven. Employees have the ability to drive their own experience and create an environment that inspires growth and engagement. That’s why Truvelop sends out monthly Truvelop Tips directly to the employees of each of our clients. Here’s an excerpt from July’s Employee Truvelop Tip: Adjust and Refocus for the Second Half.
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.
As a manager or team leader, ensuring regular communication and fostering a positive work environment is crucial for maintaining high levels of employee engagement. Daily check-ins serve as a valuable tool to touch base with your team, provide support, and align on goals. However, it’s essential to strike a balance between effective check-ins and micromanaging.
In the past year, Truvelop has nearly doubled in size. Our customers are getting bigger and their needs are evolving. In order to best support our users, we are always looking for ways to grow. Last week, the Truvelop team hosted their 2023 Product Summit to share what we’ve been working on and what users can expect to see in app in the next few months.
During the summer months, employees and managers alike can find themselves disengaged. There is a pull to be less present in the workplace. Maintaining an engaged and motivated workforce is vital to a thriving organization and enhancing your customer experience.How can managers make an impact on Team Members to ensure they are actively and effectively contributing?
Evaluations are great ways to document performance and productivity. With the Truvelop app, we make it easy for managers to routinely evaluate employees and even provide employees the option to request an evaluation. However, evaluations can lack context, so they don’t always tell the whole story. For both manager and employee, context matters and is important to understand why a team member is behaving in a certain way or not performing to standards.
Without data, it’s impossible to have an objective and transparent performance check-in. Data provides the foundation for managers to open discussions around what’s going well, what’s worth improving, and how far has the employee come. Data allows managers to gut-check how they think their team is doing, and use that information to let the employee know where they stand today.
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.