Managers are in such a unique position for influencing the employee experience. Employees want to feel valued and that their work matters. It’s up to their Manager to lead, inspire, and support their team by building strong relationships, highlighting development opportunities, and reaffirming the Team Member’s purpose and contributions. That’s why in June, our content placed a focus on positively impacting the employee experience.
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.
Emotional Intelligence, or EQ is the ability to understand, use, and manage your own emotions, as well as the emotions of others, in positive ways to relieve stress, communicate effectively, empathize with others, overcome challenges and defuse conflict (HelpGuide). To effectively lead and inspire your team, you need the ability to successfully navigate the emotions of the workplace.
Bernard Banks, a clinical professor of management and associate dean for leadership development at the Kellogg School who spent 25 years in the U.S. Army before retiring in 2016 as a Brigadier General, shared back in 2017, “All effective leaders are effective leader developers. The challenge becomes, are companies growing the leaders they need for today or the leaders they need for tomorrow?”
We are so excited to welcome Burdette, Koehler, Murphy, and Associates to the Truvelop family! BKM is an engineering firm out of Baltimore that came to us after a referral from our friends over at Design Collective.
Hourly workers make up 60% of the workforce, yet there are few technology solutions to help managers foster engagement and manage the performance of this critical employee base.
This month, we’re placing our focus on the employee experience. BetterUp defines the employee experience as being a subjective experience: “it is the holistic impact of the job and the organization on the individual — how an employee feels, how they perceive their potential and abilities, and the effect on their well-being.” There are several factors that can influence your employee experience: your team, your manager, your development opportunities, your sense of purpose, or even your perceived job flexibility. Communicating your needs and advocating for your experience can help you to come to work feeling engaged and inspired every single day.
In an article for Forbes, contributor Caroline Castrillon shares, “Effective managers are project-focused and might be described as organized and detail-oriented. On the other hand, dynamic leaders are visionaries who inspire teams to go above and beyond. A leader adapts their management style to the individual and can get the most out of each team member.”
Last week, our Customer Success Team led another Lunch and Learn for the managers in our user community. In Considering the Employee Experience, our audience explored what all encompasses the employee experience and how they, as managers, can impact their team’s journey. 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.
According to Gallup’s 2022 State of the Global Workplace Report, just 33% of North American employees feel engaged at work. Reasons cited for disengagement included unfair treatment, unmanageable workload, unclear communication from managers, lack of manager support, and unreasonable time pressures.
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.
As always, we would love to hear your ideas and feedback! Please reach out to us at email@example.com to share.