In the last year talent management has been turned on its head. Remote workforce management, flexible scheduling and hybrid models are here to stay. The economic uncertainty created by the pandemic has caused many companies to reconsider or pause major investments in enterprise technology for human capital management (HCM) as many companies have shifted to remote work indefinitely. As we have seen from previous economic downturns, HR will inevitably fall victim to the recessionary environment if it hasn’t already – emphasizing the need for efficient, effective and less expensive HR technology tools.

2020 was an unprecedented year for virtually every industry. We incurred a lot of sudden change back in March, and things never really slowed down from there. Despite the uncertainty we all felt at times last year, we certainly learned a lot. Now that we are coming up on a year living with the pandemic, it’s a great time to look back to see which lessons we should carry forward with us into 2021. Specifically, here are a few of the top engagement trends coming out of 2020.

A strong people development strategy is centered around coaching employees and guiding them toward growth as people and professionals. Once you’ve fostered a team of core contributors and high performers, you will want to make sure you make a conscious effort to keep them! Here are three strategies for retaining your business’ top talent in 2021.

Two years ago, in December 2018, we were preparing to launch our commercial product designed to help businesses revitalize their performance evaluation process. In 2021, we will celebrate our second year in the market. Our very first customer to adopt our continuous performance management and development methodology was First Financial Credit Union. We’re proud to report that we’re still working together to this day and we wanted to take some time to revisit and celebrate our fantastic journey together!

This past year has undoubtedly been an unexpected way to kick off the new decade. Amidst everything that made 2020 such an unprecedented year, we certainly learned a lot. Many aspects of our lives and businesses changed due to the COVID-19 pandemic, but we feel stronger because of it! After living through our “new normal “ for nearly a year, it’s the perfect time to look back on our experiences to distill critical lessons that we can take with us as we move into 2021.

Twice a month Truvelop’s #CustomerSuccess team sends messaging to our management team users with helpful recommendations, best practices for managing performance and driving engagement with team members and Truvelop functionality tips. This week we sent our messaging a little sooner not only because it’s a holiday week and the month ends next Monday, but mostly because the holiday coming up is #Thanksgiving—the perfect opportunity to express gratitude to your team members and direct reports.

It’s that time of year again! Open enrollment for 2021 is in full swing. Some may be asking, what does this annual event represent and how well can it serve you and your company, especially during these challenging and uncertain times? Truvelop is here to shed some light on how important open enrollment really is, what we can do to help, and a couple of good insights and recommendations from Truvelop’s Co-Founder and CEO, and tenured HR leader, Lisa First-Willis.

Last week, Governor Larry Hogan announced tightened social distancing restrictions for Maryland yet again. With this announcement came the recommendation to keep working from home if at all possible. At this point in the year, it’s become clear that remote workforce management isn’t going away any time soon. As such, it’s time to rethink performance management for 2021.

What a year. With 2020 (thankfully) coming to an end, businesses across the country have gone through tough changes, pivots, and realignments. Even though many companies made the switch to remote back in March and April, many are still adjusting and adapting to the challenges associated with remote workforce management, and starting to realize the impact on the overall employee experience. And as remote work is here to stay, here are a few things to keep in mind: