GETTING THE MOST OUT OF TRUVELOP
Remember that Truvelop is only a performance management tool, it’s what you do with it as a manager that will impact your results. With that in mind, the Truvelop team would like to share some best practices for you to maximize the effectiveness of the tool, fully utilizing the entire platform.
HOW OFTEN SHOULD YOU BE COMPLETING EVALUATIONS?
WE RECOMMEND ONCE A MONTH/QUARTER FOR EACH EMPLOYEE
- We also understand that the nature of your organization or industry may require a different time schedule. The key is frequency. Once or twice a year is not enough to maximize the power of Truvelop
- Try to create an employee assessment schedule:
- Once a month
- Once every two weeks
- Once a week
- Regularly scheduled Evaluation will help you memorialize what your team member is doing well and not doing so well.
- You can also Evaluate or Spark based on an incident. Here is what an incident-based Evaluation would look like:
- You see a Team Member doing something exceptional. Memorialize it! Evaluate them and capture it.
- You see a Team Member doing something dangerous, exceptionally wrong, or blatantly inappropriate.
- You get the chance to spend time with a Team Member while they do their job. Evaluate or Spark them to capture your impressions.
We recommend adding comments after each team member evaluation
- Comments will help you document the team member behaviors and actions that resulted in their score. Comments are also searchable.
- This is great to reference at a later date, like at an annual or quarterly performance review.
- When you create team member Development Plans or Performance Improvement Plans (PIPs), these files can be attached to the evaluation so they are available as you do your reviews.
- Remember, the more evidence we can provide for a score, the more accurate and objective it is going to be.
PROMOTING TEAM MEMBER DEVELOPMENT
USING INSIGHTS TO DRIVE INTUITIVE GROWTH
- Truvelop is designed to initiate manager and team member conversations.
- We recommend that you follow the manager insights included with each score to encourage focused growth.
- Set up regular meetings with your team members to discuss performance, opportunities, and development plans.
- More frequent, shorter conversations with your team members is a far more effective strategy than longer, less frequent interactions.
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.
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. Click the Reflect, Ready, Review guides below to get started. Once you’ve completed one of the guides, you can attach them as a Spark.
TRUVELOP MITIGATING RISK
- Our hope is Truvelop helps you and all of your team members grow, improve, and prosper. But we also know not everyone will live up to that hope.
- There will come the times when you have to exit team members from your organization, or pass them over for promotions, raises, and other rewards.
- We designed Truvelop to become your HR repository where you can store all comments, documents, and plans regarding individual team members.
- We highly recommend that you treat everything you put into Truvelop—including KPI’s, summary comments, and attachments as legal documents that are in line with principles of fairness and equality as well as current employment laws.