In September, we saw a theme of sharing holistic support to our Team Members. With retention being a major focus for many organizations, we knew that we needed to think outside of the box, or outside of the normal definition of employee. We wanted to bring a human element back into performance management and development and create the best possible 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.
Following the uprising against police brutality and racial injustice in the past year, companies of all sizes are vocally announcing their commitment to developing and/or improving their DEI initiatives. However, DEI is more than a policy – it requires a culture change.
Companies continue to battle in the raging war on talent, increasing demands on HR teams. Artificial intelligence (AI) and SaaS products are helping HR to improve employee experiences across recruitment, training and day-to-day operations.
At Truvelop, we’re here to help companies improve Manager and Team Member relationships by increasing meaningful touch points, promoting real time feedback, and focusing on development and upskilling opportunities. One of the many benefits of Truvelop is the messaging our amazing Customer Success team distributes on the 1st and 15th of every month. Meryl Goeke and Juliana Withers share best practices with end users on various topics and this month, we’re focusing on holistic support.
Communication is key to successful manager-employee relationships and strong teams. Our team recently shared some tips for developing more transparent communication with and among your team.
As Americans plan for life post-pandemic and adjust to the ever-changing workplace policies and expectations, companies are experiencing a mass exodus of employees, being dubbed ‘The Great Resignation’.
Earlier today, Customer Success Team Member Juliana Withers hosted September’s Truvelop User Community Lunch and Learn about Sharing Holistic Team Member Support. Collaborating with Challenger, Gray, and Christmas, Inc.’s Andrea Grant, the women explored why it is important to share holistic support, what it looks like to share holistic support at different levels, the different stressors and trends that are being seen and felt across the country, and lastly how Truvelop users can share holistic support in the app. With so many stressors being seen and felt across the country, it is time to reconsider how we support our Team Members.
A good development plan is one that is consistently revisited and updated as career goals are met and aspirations change. Creating a plan based on goals and seeking out opportunities helps employees see that their company is committed to their future growth.
The skills gap continues to widen for the manufacturing industry. According to Deloitte, the number of new jobs in manufacturing to accelerate and grow by 1.96 million workers by 2028, while more than 2.6 million baby boomers are expected to retire from manufacturing jobs over the next decade.
When we hear the word “holistic,” we think whole or entire. In terms of holistic support, that can include the whole organization, or the whole team, or the whole employee. Each of these lenses allows us to take a step back and consider what all is affecting performance. When we approach support holistically, we are able to creatively share encouragement and coach our Team Members in a way that actually matters to them and to the organization. When we consider the whole, we are able to better tailor the parts to ensure the best possible experience. If we start to incorporate effective recognition and individualized development solutions, the benefits will follow.
We are excited to announce that our CEO, Lisa First-Willis, will be presenting at the BSCAI (Building Service Contractors Association International) Contracting Success Conference November 17-19.
Organizations everywhere are putting the focus on retention. This is not a surprising move with all of the statistics coming out regarding the Great Resignation. For example, a news report from NPR shared, “As pandemic life recedes in the U.S., people are leaving their jobs in search of more money, more flexibility and more happiness. Many are rethinking what work means to them, how they are valued, and how they spend their time. It’s leading to a dramatic increase in resignations — a record 4 million people quit their jobs in April alone, according to the Labor Department.”
Going into October, we’re highlighting even more creative ways to solve for retention. From wellbeing, to development planning, to delivering effective feedback, we will cover it all. As we enter into the fourth quarter, there is certainly pressure to finish on a strong note. This starts with retaining and developing our team.
As always, we would love to hear your ideas and feedback! Please reach out to us at firstname.lastname@example.org to share.