1. Home
  2. Truvelop Tips
  3. May 2021 – Team Member Development

May 2021 – Team Member Development

Organizations that have made a strategic investment in employee development report 11% greater profitability and are twice as likely to retain their employees. (Gallup)

With the potential for having such a major organizational impact, let’s focus on employee development for the month of May! 

TRUVELOP TIP: IDENTIFY DEVELOPMENTAL OPPORTUNITIES

First, do you know what motivates or truly inspires your team members? The next time you have a 1:1 meeting, consider asking your team member the following questions: 

  • What motivates you?  
  • What inspires you the most? 
  • What demotivates you?  
  • Where do you want to be this time next year or in 3 years and 5 years from now? 
  • Do you see yourself as a leader or more as an individual contributor?  

As you open this dialogue, you’ll find out more about your team members desires and motivations and how to help them create a successful development plan, achieve goals, and inspire their individual growth. When talking about development plans, make sure to highlight how important it is to reflect objectively and be honest about what it takes to get to the next level.  

By now, you already know Truvelop is a great performance management tool for boosting employee morale and engagement by sharing praise and frequent feedback. Now, let’s explore how managers can use the app for employee development purposes. 

  1. Empower problem solving and learning. If an employee is facing a barrier, managers can provide support and guidance, and at the same time let employees lead with their own ideas and solutions as a part of their developmentManagers can write a note to encourage self-directed learning through Spark. Following a 1:1 meeting, Spark the employee to start an ongoing conversation for their development plan. Make sure this isn’t a one and done conversation! If employees are interested in professional development through learning, encourage them to research enrichment programs – right now there are many free training programs available online.  
  2. Check back in on progress regularly. When you check in, always ask for employee input. It’s important for managers to show employees they care about their opinions and suggestions. Typically, an employee is motivated when they feel their voice is heard. Send a Goal(s) Spark to find out about the progress they are making on their goals and project assignments. Managers and employees can search History of Sparks to look back and make any adjustments to their plans to stay on track.  
  3. Praise and recognize accomplishments. Managers can motivate employees by celebrating milestones and accomplishments along the way, both big and small. Spark and the Recognition Wall are two ways to do just that! Sharing praise to promote ongoing engagement is important, especially for long-term goals or projectsA key takeaway here is to ensure you are having frequent conversations along the way to monitor progress and keep excitement building around the development plan 

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.   

To learn more, visit the Knowledge Center and check out these User Community Lunch & Learns: 

ARTICLE OF THE WEEK…

Are you feeling a bit blah here in 2021? As the New York Times article points out, there’s a word for that! Languishing. If you’re experiencing a period of stagnation and emptiness, check out the article.  

Team Members want to know that they have the ability to grow and develop within an organization.  They want to know that their hard work is being noticed and adds value. As Managers, it is our responsibility to seek to understand a Team Member’s personal motivations and professional development goals. Next, help them create an action plan to jump start their development.   

TRUVELOP TIP: PLAN FOR DEVELOPMENT

Team Member development is a journey.  It starts with a goal, to define the destination.  Once we’ve established the direction, we can start moving forward.  We can always take detours, but it’s important that we keep referring to the map.   

  • Goal setting – The development journey starts with a professional goal.  When collaborating with your Team Member to create the goal, keep in mind the acronym SMART.  Specific, measurable, achievable, relevant, and timely.  Whether the goal is about mastering a technical skill, hitting a certain quota, or being promoted, we want to be able to know exactly what the Team Member is aspiring to achieve.  When the process is completed together, there is investment from both parties, making it more likely that the Team Member will complete their goal.  Be sure to document the goal as a Spark! 
  • Schedule Check-ins – Once the goal has been established, it is important that we schedule time to check-in on it by conducting employee assessments more frequently.  We are no longer doing set-it-and-forget-it, but are actively working towards our goals each and every day.  During these check-ins, identify the Team Member’s strengths and growth areas, make any necessary adjustments to the original goal timeline, and be sure to share praise and support.  The follow-up keeps both you and the Team Member accountable, again, ensuring that the Team Member will meet their professional aspirations.  After the check-in, respond to the original goal Spark with any updates.  
  • Identify horizontal or vertical mobility – As organizations get resettled post-pandemic (it’s in sight!), think about how you can recognize your exceptional Team Members’ hard work.  Is it by assigning them to a special project? Are there going to be any open positions that the Team Member could fill?  Work with any higher-ups to advocate for your Team Member.  Being proactive on this can help keep the Team Member in the running, while also strengthening your relationship with the Team Member and boosting their motivation and engagement.   

Want to learn more about how you can use Truvelop to coach and develop your Team Members throughout their development journeys?  Be sure to check out last week’s Lunch and Learn: Using Truvelop as a Compass for Harkins Coaching Culture 

ARTICLE OF THE WEEK…

If you’re feeling a bit overwhelmed about how to create a development plan for each of your Team Members, check out this article from Indeed which outlines different components of a development plan.  It could be a helpful guide as you proactively prepare for any upcoming development conversations.   

Updated on October 31, 2023
Was this article helpful?

Related Articles

Leave a Comment