Culture can make or break an employee’s experience with your organization. For that reason, it’s crucial that managers create an inclusive culture that drives feelings of belonging. When employees feel like they are valued for who they are and feel like they are making an impact, they are going to be more engaged, motivated, and inspired to stay longer.
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According to a Gallup study as reported in an article from Industry Today, just 15% of front-line workers around the world feel engaged in their work. Without face-to-face interaction, many front-line workers are left feeling invisible and underappreciated.
According to a report from LinkedIn Talent Solutions as reported by SHRM, 1 in 4 job seekers in 2021 said DEI is the most important area of investment to improve company culture: “boosting DE&I efforts to create a more diverse workforce helps employers build a dynamic relationship with employees”.
Organizations with strong inclusion practices see a number of benefits, including better decision-making, boosted collaboration, greater retention, and greater profits (McKinsey). As a Manager, you drive the culture. You have the ability to foster feelings of belonging and ensure that your team feels valued and included. Ready to get started?
Organizational culture is the DNA of a company—it defines its values, beliefs, behaviors, and overall identity. It represents the collective personality of the organization and sets the tone for how things are done. Understanding the unique culture of your organization is crucial for aligning goals, fostering collaboration, and creating a positive work environment.
Have you heard of the summer slump? During the summer months, organizations tend to see a slight downturn in productivity. Employees tend to get distracted and more laid-back, as everyone itches to take advantage of the warmer weather. While this isn’t necessarily a bad thing when it’s subtle, there are ways to help prevent the summer slump from drastically affecting your performance.
Workplace culture plays a crucial role in employee engagement, job satisfaction, and overall organizational success. Within the fabric of workplace culture, the relationships between managers and employees are of utmost importance.
What’s important to employees can evolve quickly over time, so it’s important that managers leave open pathways for communication and encourage two-way feedback from their direct reports. By staying open and receptive, they can ensure that they are proactively meeting the needs of their team.
The manufacturing industry has an ever-growing gap in talent as the time to hire and the number of people retiring increases combined with the demand for upskilling to meet new technology standards.
Mid-Year Check-Ins don’t have to be high pressure or super bulky. When managers approach a performance check-in with data and a clear sense of purpose, then they can have efficient and productive conversation that leads to increased feelings of engagement, motivation, and trust.
Contact us today to learn more about our modern approach to performance management and development that actually improves the manager and employee relationship by taking your managers to the next level. Don’t just take our word for it, see what our Customers have to say.