Below you will find resources for MahlerClean leaders to help maximize your Truvelop experience. Whether you’re looking to tie our values into evaluations, or guidance on our continuous approach to performance management and development at MahlerClean, check out what we have here!
“The performance management process can be an intimidating process for managers but it is critical in the development and retention of our team members. Through our partnership with Truvelop, it is our goal to make this process as seamless and as easy to use as possible so that managers can confidently provide ongoing and regular feedback to team members about their performance. To that end, we have created a customized guide to help you along this journey!”
– Pat Sullivan, President of MahlerClean
Promote positive behavior and success at MahlerClean
OUR ROAD TO SUCCESS
As we get started, it is important to note when you will actually be completing evaluations. Please refer to our Road to Success above.
- Within 30-45 days of hire: Initial Talent Assessment (baseline evaluations) are expected to be completed .
- Ongoing: provide real-time feedback in the moment (daily, weekly, monthly). This includes recognition, coaching & growth opportunities, and capturing observations.
- On a quarterly basis: evaluate your team (January, April, July, October). Schedule one on one time for a quality reflection. Reflect on accomplishments and opportunities for growth. Discuss progress on goals. Re-prioritize goals and key focus areas for upcoming quarter. Document 1:1 with Spark.
- Annual Review: Annual Reflection is to be done on the anniversary date. Celebrate achievements and identify growth opportunities & areas to focus on in the year ahead! Generate report and prepare with RRR guides.
Managers evaluate Team Members quarterly. Evaluation process is 15 questions that measures overall performance. Each Team Member will fall into one scoring category with insights into how the Team Member is performing today and what they can do to grow. Avoid rater bias, be consistent & avoid rating certain employees harsher or easier than others. Be objective and fair. For more guidance on how to avoid rater bias: Rater Reliability.
Evaluating an employee is important, but the context is even more valuable. Leaving comments and attachments in evaluations not only provides more information on the team member, but also memorializes accomplishments and enriches your data.
All contextual data can be found in Contextual Reporting on any team member’s dashboard.
All it takes is a couple extra minutes per evaluation to keep all contextual data on team member performance, attitude, and maintenance all in one place on Truvelop.
- Praise – Reinforce the right behaviors
Select Praise as the Classification when sending real-time feedback for a job well done, great teamwork, positive attitude, effective communication, working efficiently with peers and superiors, and arrived to work focused and prepared. For example, “Thank you for helping me finish my work! I couldn’t have gotten it across the finish line without your creative ideas.”
- Coaching – Situation, behavior, impact
Select Coaching as the Classification for any coaching moments that need to be had and/or need to be documented. For example, “Based on your feedback that you want to work on your time management, let’s schedule some time to map out your next steps and remove any obstacles that are holding you back. Before going into our meeting, try setting a timer for different tasks and working on the task until the timer goes off. This has helped me when I’m working on multiple projects at once.”
- Goal(s) – Set and review goals
Set performance and career goals using the Goal(s) classification. Establish a time to follow-up on the goals and review progress made. Share encouragement, support, and guidance. For example, “With the start of the new quarter, let’s set three new performance goals. Please respond with your top three goals, including at least one stretch goal.”
- Reflection – Prior to a development conversation
Select Reflection to ask your team member to reflect on performance. At the end of a project or performance period, reflect on what the Team Member achieved, what their greatest learning takeaways were, and how they overcame any obstacles. By taking the time to reflect, you and the Team Member can leverage what they’ve learned to drive positive performance change over time. For example, “As we come up to your Anniversary date, I’d like you to reflect on this past year. What major projects have you completed? What progress have you made towards your personal and professional goals? Is there anything still standing in your way?”
- Corrective Action – Be fair, objective, and clear
People make mistakes. Select Corrective Action as Classification to share what action needs to change, how to change it, and follow-up with some praise once the Team Member has implemented the feedback. This lets them know you’re on the same team and want to see them be successful. Focus on observable behaviors and the impact that they had to ensure that the feedback doesn’t come off as personal or antagonistic. For example, “Please be sure to attach all required documents to customer emails as indicated by the communications task checklist (I’ve attached it for reference). Any time someone forgets attachments, it takes extra time and effort from the rest of the team as they prep for the next customer call. Let me know if you have any questions.”
- Recognition Wall – Praise, Announcement, Award, Celebration
On the Recognition Wall (Category), you can share positive praise company-wide. Showing appreciation publicly can help individuals to feel valued within their organization, increasing engagement and productivity in the workplace. For example, “Congratulations to Tom and Jerry for receiving the top prize in last week’s sales competition. Way to go!”
ANNUAL REVIEW: GENERATE REPORT
Whether you’re about to have a 1:1 meeting with a team member regarding their performance or you’d like to review the history of all Sparks and Comments in one document, the Generate Report functionality in Truvelop is especially handy. After generating a report, you can download as a pdf or share with the team member directly to their email. Below are steps on how to Generate Report.
- Access the Team Member’s dashboard by clicking the action icon on the right-hand side. The team member dashboard displays the data provided on that team member based on the Truvelop scores given by their reporting manager.
- Once you’ve selected the team member from the team member dashboard, click on GENERATE REPORT that appears at the top. Reminder: this button will only appear for your direct reports.
- A pop up will appear and give you an annual rundown of Truvelop activity. Select Last 12 Months at the top. Select all Comments and Sparks you wish to include in the report. Make sure to leave a comment at the bottom to include at the top of the report. Then click PREVIEW.
- The report will be generated, and you can either export to a PDF, or send the team member a direct email with their report. We recommend downloading as PDF and then sharing the report at your convenience.
- The amount of an employee’s salary/wage adjustment will be based off of the following Scoring Insight Levels as determined with the annual review assessment and will be as follows:Exceptional Contributor –7.5% Improvement Performer – 3%
Leading Contributor – 6% Lagging Performer – 2%
Core Contributor – 5% Low Performer – 1.5%
Rising Performer – 4.5% Under Performing – 0%
Steady Performer – 4% Not Performing – 0%
- After completing the annual review with the team member, please sign the report, have the employee sign the report, and turn the report into Pat so that any salary/wage adjustment can be entered for payroll processing.
- All generated reports can be found under Contextual Reporting in the Team Member’s Dashboard.
MEANINGFUL TOUCHPOINT GUIDES
No matter where you are in a Team Member’s journey, having meaningful development conversations is part of that experience. Coming to these different touchpoints prepared and with an intention set for what you want to cover with your Team Member can lead to a more productive and meaningful experience for everyone involved.
Not sure when you want to meet with the Team Member to discuss their evaluation summary and insight? Check out Sharing Evaluation Insights with the Employee: When is the right time for you as a manager?
Reflect, Ready, Review
Try approaching the conversation with RRR: Reflect on what you know about this Team Member, Ready the Team Member with a collaborative plan forward, and continue to Review and revise goals and behaviors to ensure efficient and meaningful development. Use the Reflect, Ready, and Review guides attached below. Once you’ve had the conversation, Spark to document the 1:1 Meeting and keep track of goals by using the Goal(s) classification.