Earlier today, Customer Success Team Member Juliana Withers hosted August's Truvelop User Community Lunch and Learn about The Importance of Transparent Communication.  Collaborating with Truvelop customer DP Solutions' President, Karyn Schell, the women explored the benefits of adopting a transparent culture, what that can look like in action, and how DP Solutions leverages Truvelop to drive transparent conversations surrounding talent development. We heard a lot of amazing ideas and perspectives from our user community, making this Lunch and Learn one of our best ones yet.   

This month, we’ve put the focus on building Team Member autonomy.  That conversation also needs to include Diversity, Equity, and Inclusion initiatives.  An essential part of autonomy lies in psychological safety, and a way to build psychological safety is to show your organization’s dedication to diversity, equity, and inclusion.  By ensuring a safe workplace that uplifts and empowers all of your employees, you are creating an environment that allows your Team Members to feel confident and supported in all of their endeavors.  That level of safety gives people a stronger sense of control over their experience, as there has become an apparent emphasis on equitable opportunities.  They know that their actions dictate their outcomes and they will not be penalized because of what they look like or their experiences. Because of the importance DE&I plays in autonomy, we wanted to share some best practices to have an open and productive conversation surrounding DE&I.   

We are thrilled to announce the addition of our Employee Resource Center to the Knowledge Center.  At Truvelop, we do a lot of work supporting and guiding our Managers.  Most of our resources are Manager facing and have been aids in “training the trainer.”  However, real, long-lasting performance change has to come from the employee.  A Manager can be doing all of the right things and sharing constant support and encouragement to their Team Members, but the Team Members need to have the ability to take their development into their own hands.  From this idea, our Employee Resource Center was born.  

These past few months have been full of change and adjustments and that can be uncomfortable.  Employees have been asked to go above and beyond as we navigate these changes, leaving many feeling burnt out and disengaged.  In fact, a survey from CareerBuilder a few years back found that 61% of employees are burnt out on the job.  That number is even higher today, with estimates looking at nearly 80%. With this pattern emerging around the country, we wanted to arm our Managers with an understanding of how they can foster and support Team Member wellbeing.  Team Member wellbeing is more important than ever and it starts with more regular touchpoints between the Manager and Team Member. 

"April showers bring May flowers."  This common little phrase is used to suggest that May is a period of growth and new life. Today, many organizations are experiencing their own new life with the possibility of returning to the office, adopting a hybrid model, or even finding another version of adapting their current structure to fit the ever-shifting landscape.  With this pattern of intra-organizational movement, we wanted our focus for May to be Development Planning. It is more important than ever to invest in our Team Members' development, and that starts with identifying where the Team Member is today, what their path forward looks like, and how to get there.