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Truvelop Employee Best Practices




Remember that Truvelop is only a tool, it’s what you do with it as an employee 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. 


As you set performance goals, meet with your Manager, and work towards growth and improvement, Truvelop is here to help you along your journey.  Whether it is a daily, weekly, monthly, quarterly, or yearly touchpoint, Truvelop can aid in your performance conversations and help you to have control over your professional development.   

Your performance development is a journey, full of ups and downs, lots of learning and adjustments. Truvelop can host all of these experiences, documenting your growth with Evaluations and Sparks. 

INITIAL TALENT ASSESSMENT After you receive the Evaluation from your Manager, be sure to look over the Evaluation Insight.  What type of player are you for your organization?   

After the initial assessment, be sure to meet with your Manager and discuss your performance goals.  What do you want to accomplish in the upcoming performance period?  As you set your goals, be sure to establish checkpoints along the way.  Document your goals with a Spark so that you can update and adjust your goals in real-time. 

In your conversation with your Manager, be sure to discuss your various strengths and areas for growth.  Getting on the same page ensures that your Manager can appropriately support your development journey.   


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On a daily basis, you should be sharing and receiving in the moment feedback.  Be sure to capture that feedback with a Spark!  This will make it easy to follow-up, clarify, or share an update in the future!  

If you see something worth recognizing, post a Spark to the Recognition Wall! Peer to peer feedback can boost morale and keep everyone feeling connected and valued.  Who do you want to recognize today? 


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Week over week, you’re going to start making incremental change.  Having regular check-ins with your Manager can help you reflect on progress and identify proactive changes to implement.  This interaction is also a good opportunity to voice any thoughts or questions that you may want to share with your Manager.  These weekly interactions are going to help you ensure efficient growth towards your goals and will foster and strong, open, and supportive relationship with your Manager.  

Again, document this interaction as a Spark! Whether you are documenting new feedback, or updating an old Spark, your Contextual Reporting is like your living performance tracker.  Sharing updates will allow your Truvelop profile to always be an accurate and up-to-date reflection of who you are and where you’re at in your development journey.  

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On a monthly basis, you can start to see performance trends emerge.  At the end of each month, it is always a good idea to reflect on what you have accomplished, celebrate your growth, and where you want to put your focus for the month ahead.  Use your Contextual Reporting to guide your reflection.  

Depending on the organization that you are part of, you may be receiving Evaluations on a monthly, bi-monthly, or quarterly basis.  Each time you receive an Evaluation is a good practice to meet with your Manager and understand their perspective and what they’ve noticed from the past performance period.  Getting on the same page with your Manager will ensure that you are able to be properly supported as you continue to pursue your performance goals.   

As always, document your takeaways in a Spark! 


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When we take a look at our performance on a quarterly basis, we are really diving into our performance patterns and trends.  Were there any high points in our performance? What was going on during that period?  Were there any lulls in our performance? What had changed during that period?  When we zoom out, we can start to dig into what really helps to drive us forward and what holds us back.  Understanding the “why” behind our performance fluctuations can dictate how we approach our work going forward, helping us to continue to development at an efficient pace.   

Use your Evaluation history to reflect on your progress.  Our Contextual Reporting can drive our understanding of what changed and why.  Be sure to make any updates to goals during this touchpoint, leveraging your strengths more and identifying areas to focus your growth.  



At the end of a major project or at the end of the year, we should always reflect and process all that has occurred.  Below are some questions that can help guide your review, helping you to come prepared to meet with your Manager to establish new goals for the year ahead: 

  • How has my Evaluation score fluctuated over the past year? 
  • When was my performance at it’s highest? Why do I think I was performing at such a high level? 
  • When was my performance at it’s lowest? What had changed in my performance for it to dip? 
  • What progress did I make towards my goals?  
  • What am I most proud of from this past year? 
  • Is there anything that I would change about my experience from this past year? 
  • What am I hoping to achieve in the year ahead? 
  • Where do I see myself in a year/3 years/5 years?  Are my goals currently aligned to that vision? 
  • How has my Manager supported me this past year?  Is there anything I would change about my relationship with my Manager or my team?


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When answering these questions, it is a good practice to find evidence to support your thoughts and reflections.  Using all of that documented data from your Contextual Reporting will help you to remember and cite specific experiences.  You’ve come a long way in a year, so going through your history can help to job your memory and to give you context for your performance.   

Your Manager should also have a lot of documentation that they can bring to this conversation, so having an open and productive discussion about your achievements and growth areas can help to align your goals and aspirations for the year ahead.  Once you’ve set your new goals, document them as a Spark and continue on with your performance development journey.  

Updated on October 30, 2023
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