April Tip:
Hello Team Members!
Happy April! This month, we will be exploring how you can leverage AI to level up your performance. AI is developing at an incredibly rapid pace, so it may feel a bit overwhelming. That said, there is a place for AI in performance development. Let’s get started!
Truvelop Tip: Grow Efficiently with AI
There are a lot of different avenues that you can apply AI when it comes to performance development. However, one piece to keep in mind is that AI should never replace in person conversations. It can help you to outline or strategize a best approach for that conversation, but it shouldn’t be something you share word for word as that becomes inauthentic. Here are a few examples of how you might leverage AI today to advocate for your growth and see strategic, efficient development.
- Create meaningful goals. With generative AI, you can input your KPIs and personal aspirations and create a meaningful, strategic goals that aligns both your personal and professional goals. Be sure to share the outline with your manager, so that you can collaborate on any tweaks.
- Use Truvelop’s AI-generated Evaluation summaries to open a conversation with your manager around what’s going well and what can be improved regarding your performance. Again, these summaries aren’t meant to replace in-person conversations, but instead open a meaningful, collaborative discussion around what’s next.
- Leverage generative AI to gather ideas on how to best navigate a difficult scenario. Be sure to input clear instructions, as the output is only as strong as the input. Try asking for clarifications or a different approach if the first output isn’t what you’re looking for.
Ultimately, AI is just another tool. It isn’t meant to replace our human interactions, but can instead make them more efficient and meaningful when used correctly. How will you use AI in the workplace?
May Tip:
Hello Team Members!
Happy May! Last month, we explored how you can use AI to jumpstart your development. This month, we’re taking that concept a step further and reflecting on the difference between upskilling and reskilling. Let’s get started!
Truvelop Tip: Upskill or Reskill – Which Development Track is Right for You?
First, let’s determine the difference between upskilling and reskilling:
- Upskilling: Upskilling involves learning new skills or teaching workers new capabilities to enhance their existing roles.
- Reskilling: Reskilling entails acquiring new skills to transition into a different job role or training individuals for alternative roles.
There are a few factors that may determine which approach would be the most appropriate fit for you. For example, what is your current career path? Do you have an interest in any cross-functional work? Do you currently feel inspired by the impact you’re having in your role? What open positions does your company currently have? Are any of those open positions of interest to you?
Upskilling and reskilling can be a great fresh challenge for you depending on your current skillsets and what you want to achieve in the future. If you want to grow vertically, then upskilling could help you move in that direction. If you’re looking to pivot and grow horizontally or even diagonally, then reskilling may be the better investment.
Ultimately, it’s important that you explore your options with your manager. If they don’t know your goals and motivators, it will be impossible for them to best support your growth. AI might be able to suggest some appropriate trainings, but your manager is going to be able to advocate for your growth, share feedback in the moment, and offer encouragement at every step of the way.
June Tip:
Hello Team Members!
What does inclusion mean to you? As an employee, you are the true driver of your organization’s culture. The way that you interact with your peers, your manager, and your work determines how the culture is brought to life. You get to decide what values resonate with you and what you believe they look like in action.
Truvelop Tip: Speak on What’s Important to You
Define the ideal culture: Before you can bring the culture to life, you first need to identify the behaviors that exemplify the ideal culture. Does your organization have core values? What are they and what do they look like in action? If you organization collects surveys, be sure to participate so that leadership can understand what’s important to you.
Recognize the right behaviors: The best way to celebrate and drive your organization’s culture is by highlighting the behaviors when they happen. Try sending a Spark to the Recognition Wall that calls out a peer for living out a core value of the organization. How did their efforts positively impact the team and your experience?
Align the culture to your aspirations: Culture starts with you! If you aren’t feeling connected to your organization’s culture, then chances are, you probably aren’t feeling engaged or connected to your team. Try connecting your organization’s culture to your own personal purpose and core values to generate greater buy-in and an improved employee experience.
Culture can play a major factor in your overall employee experience as it’s the foundation for all interactions and expectations at an organization. A positive culture reinforces the “why” and can be the constant in a period of high stress. By leaning into the culture today, you are setting your team and yourself up for success in the future.