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October 2021 – Employee Retention

All around the country, organizations are putting the focus on retention, engagement, and communication.  Luckily for us, these three pieces are all interrelated, making it easy to strengthen one while developing the other.  With Truvelop, you have a variety of tools to help you prioritize the employee experience by: boosting engagement, increasing meaningful communication, and retaining your talent.   

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TRUVELOP TIP: PRIORITIZE THE EMPLOYEE EXPERIENCE

When we consider our Team Members’ experiences, it helps to understand what motivates and inspires them, what they’re working towards, and what they need from us, their Managers.  As you get started, check out these different tools/resources to help you prioritize the employee experience.   

  • Identify and Develop Motivators:  Why do each of your Team Members come to work and give it their all each day?  What helps them push through challenges?  Open up this conversation with your Team Members by having them complete the Individual Development Plans in the Knowledge Center. If you already know what drives your Team Members, but they’re still showing signs of disengagement, check out Building Motivation and Engagement and see if there could be anything missing from their experience.  Showing your dedication to creating a positive and meaningful work environment will help your Team Members to check-in and stay engaged.   
  • Set Performance and Career Goals: Setting both short and long-term goals can help your employee to stay on track.  When we blend long-term career goals with short-term performance goals, we are creating a personal, emotional investment in the creation of those professional goals.  Additionally, “employees who strongly agree that their managers helped them set performance goals are 69% more engaged compared to employees who did not have managers help them” (Gallup). At the next goal-setting check-in, try emphasizing the why behind the desired performance outcomes.   
  • Request Feedback:  As Managers, we are typically the ones delivering feedback during an employee assessment.  We share coaching tips or praise to our direct reports.  However, receiving feedback from our Team Members can really strengthen our relationships and build even more trust.  Let’s hear about the employee experience directly from the source! Whether you are Requesting a Spark from a Team Member or asking for feedback in a Spark, simply opening up the conversation can increase employee engagement and give them a stronger sense of autonomy.   

 

With less than 80 days left in 2021, make sure to continue to take time for check-ins, sit-downs, evaluations and real-time feedback through Spark. The more touchpoints the better to increase engagement and build trust.
TRUVELOP TIP: ENGAGE TO RETAIN

In order to reduce turnover and increase engagement, it’s important that Managers help foster a culture that values employees and shows a genuine interest in their professional and personal growth goals, and life challenges. When Managers communicate with Team Members regularly and recognize them, engagement and motivation increase.

Fostering a workplace that celebrates and supports people is the foundational element for companies that will retain great people and attract new ones. It’s also a sustainable business model, as relationships don’t erode when people leave and life-long relationships are allowed to flourish.” (Forbes)

Here are a few tips on how to best engage and retain our top talent.

  • Be proactive and check-in. As a Manager, you’re in a unique position to empower and support your Team Members in a way that best fits their needs. Through check-ins, modeling, and regular affirmations, you can proactively support your Team Members and help them stay on an upward trajectory. Are there any lasting obstacles you can help your Team Members overcome? Send a Follow-up or Goal(s) Spark following the check-in to find out about the progress they are making on 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.
  • Focus on developmental objectives for team members. Create a path for growth by setting goals and having team members complete Individual Development Plans. “Employees who strongly agree that their managers helped them set performance goals are69% more engaged compared to employees who did not have managers help them” (Gallup). 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. Be sure to document as a Spark!
  • Praise and recognize accomplishments. Managers can motivate employees by celebrating milestones and accomplishments along the way. Whether it is celebrating a little win or recognizing a lot of hard work, Spark and the Recognition Wall can be used to boost a Team Member’s morale and confidence. In fact, “the engagement level of employees who receive recognition is almost three times higher than the engagement level of those who do not. The same survey showed that employees who receive recognition are also far less likely to quit” (IBM).  Sharing praise to promote ongoing engagement is important, especially for long-term goals or projects. A 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.
Updated on October 31, 2023

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