According to Gallup, 87% of millennials had expressed that professional growth and development opportunities were among their top priorities. If employers want to reduce turnover and improve talent retention, Managers need to invest the time to help Team Members develop a path for growth.
The Truvelop app provides Managers with a tool to aggregate performance data and analyze growth in one comprehensive platform. The data collected can generate meaningful insights on the Team Member dashboard to help guide management strategies.
Team Member evaluations and Sparks can offer insights and context to have conversations with employees about their growth and development as you near year-end and begin planning for 2022.
- Take a look at the Sparks you sent to Team Members back in January by searching for Goals in the Contextual Reporting. Are there any goals you need to check back in on? Send a Goal(s) Spark!
- With multiple data points to reference and reflect upon, look at how performance has changed. An easy way to look at this is by going to the Team Member’s Detailed Reporting. Are there trends to note when performance dips or improves? Talk to the Team Member about these periods and discuss challenges and possible solutions. Are there resources needed to support their development?
Not sure how to use the data to encourage employee development and growth? Management cue cards are provided for each Team Member based on their score.
Management cue cards would suggest several actions that can help Managers coach Team Members as they work towards growth goals:
- Let them know they are valued.
- Share with them real-life examples of similarly skilled people and the career paths they took within the organization to ensure the team member sees a clear pathway to success.
- Identify high visibility opportunities that put the team member in the sphere of influence of higher-ranking members of leadership in the organization.
- Ask for their opinion on how to make something top rate or best in class. It’s important you act on their suggestions. Otherwise, their suggestions are meaningless.
- Upon conclusion of a big project or deadline, ask them for feedback or suggestions on what can be done differently—individually or by the team—to really step it up.
Take time to re-evaluate Team Member goals. Are they SMART – Specific, Measurable, Attainable, Relevant and Time-Based? Are the goals clearly defined? Can they be tracked? Are goals obtainable? Are they relevant to the role and the work to be accomplished? Have deadlines been outlined to ensure a path for progress?
Employee development has evolved from annual goals that are set and forgotten until the annual review. Managers are encouraged to work with Team Members to create plans to achieve goals that include check points and adjustments as needed. Businesses today are fast-paced, responding to client and customer demands and needs, therefore, agile goal-setting techniques are critical to fostering employee growth and engagement.
Contact us today to learn more about our modern approach to performance management and development that actually improves the manager and employee relationship. Don’t just take our word for it, see what our Customers have to say.