When we first meet with any potential users, we always ask three questions:
With these questions, what we’re really trying to get at is the “why.” Why do we want to change? Why are we asking our organization to adopt a more continuous approach? Why are we putting in the effort? This “why” serves as our compass point for all onboarding materials and for ongoing communications. The “why” is how we gain buy-in from our teams and get everyone on board with this new initiative.
Anytime we have the opportunity to highlight how great our culture or values are, we should exemplify how they play a role in our daily behaviors. The more we can connect our culture to the day-to-day employee experience, the greater personal and emotional investment we can gain. Every organization has a slightly different culture, making them unique. Emphasizing how the “secret sauce” plays a role in organizational decisions can be a great way to remind your team that they play a role in what makes the organization special.
Once we have set the vision, it’s time to get specific on the “what,” “when,” and “how.” As we onboard in Truvelop, we always want to define the touchpoint cadence and the behavior expectations. We need to let our team know what exactly we are looking for and what those behaviors will look like in action. See below to access some of our sample training decks:
Some Team Members may need more direction than others, especially for organizations who are going from an annual review to a monthly review. That is a major shift! We are building brand new habits, and that takes some time to achieve, but with clear expectations, we can help our teams stay on track.
As users start accessing the Truvelop app, it is important that we reinforce the right behaviors. Before we start training, we like to explore any potential barriers to success. Maybe we need to break down the app into bite-sized pieces. Maybe we need to spend more time exploring the various resources in the Knowledge Center. Maybe we need to reinforce how to Spark on the mobile app. Each organization is going to have areas that we need to spend a little bit more time on. To do this, we create tailored messaging that dives into each area of Truvelop functionality, best practices for adopting a continuous approach to performance management and development, and where Managers can continue their self-learning in the Knowledge Center.
These templates are simply the skeleton that we build out from. Once we understand your organization’s needs, we add some muscle to those messages so that your team is ready to run with Truvelop.
When we’re building a habit, we’re going to face obstacles. These obstacles can either take us off our path, cause us to take a detour, or can be overcome.
When we are first getting started with a new habit, we are typically pretty excited. We’re making a big change that is going to create a lot of positive outcomes for our team. But how does this thing work? I zoned out for those five minutes during the training. Where do I go to access this again?
Truvelop Tip: We always record our trainings for this exact reason! It would be crazy to expect anyone to retain every single bit of information shared during training. We want to make it as easy as possible for teams to get comfortable in Truvelop. Between the recorded training, our User Guide, and the Truvelop Videos, we’ve got you covered. Still have a question? Reach out to our Customer Success team at firstname.lastname@example.org
Life happens. Maybe a team got slammed with an extra project or we had a couple of people out sick for a few days. When we feel overwhelmed, those new initiatives can fall to the wayside.
Truvelop Tip: When people are feeling overwhelmed, it is important that we overcommunicate! Sharing additional Sparks during these periods can help a team to stay on track, stay positive, and stay together. However, we don’t want our Managers to feel like this overcommunication is just on them. Instead, let’s share the responsibility of documenting communication. As a Manager, you’re asked to do a lot, and when you’re in a period of high-stress, time is precious. With Truvelop, we want to take the pressure off, while also empowering our Team Members to reach out with Request Spark. Now, Team Members can document major takeaways, questions, updates, and observations all in one place, making it easy for the Manager to provide support and encouragement where it’s needed most.
Truvelop Tip: Take a step back and hear from other users how they handle these obstacles. Each month, our Customer Success Team hosts a User Community Lunch and Learn. We have a topic that typically looks at current performance trends and how it is affecting the employee experience. During these Lunch and Learns, we have an open discussion with the attendees, allowing everyone to explore new perspectives and exchange best practices. When we’re in the thick of a high-stress period, this can be a great way to take a step back and gain a new perspective.
As time goes by, a new initiative can start to feel a little bit stale and can start to feel like a check-the-box exercise.
Truvelop Tip: Reinforce the “why” regularly. Our Customer Success team wants to keep the “why” at the top of mind for our users, so on the 1st and 15th of each month, Managers receive a Truvelop Tip that highlights various best practices and performance trends that are occurring around the country, as well as how Managers can be creatively leveraging Truvelop. The sky is the limit for how we can use the tool, so highlighting various tips and tricks can be a great way to keep our team engaged and help our Managers to try new approaches.
Truvelop Tip: Let’s talk it out! If the process is feeling stale, let’s hear from the source what has been going well, what is worth improving, and how they would like to do things differently going forward. Showing our teams that their voices matter and reminding them that their experience is a top priority is essential for continued adoption and utilization. With Quarterly Refreshers, we can make real-time adjustments based on Manager feedback to ensure high engagement and regular re-commitments.