New year, new (professional) you?
What employees said about the workplace in 2018 (and what that means for you)
Today, we’re excited to announce Bravely New Year: a limited-time campaign that will give the first 365 people who visit this sign up page access to a free, 45-minute phone call with one of our Pros. These Pros are certified coaches, HR professionals, and all-around amazing people—and during your session, they’ll help you reflect on the last year, develop a game-plan for moving forward, and set yourself up for a wildly fulfilling 2019.
Thirty percent of new hires quit within the first 90 days. Here’s how Bravely helps support new employees
This year, we coached thousands of employees through the situations they were dealing with at work. We spoke with people at startups, mid-sized companies, and large enterprise organizations. We spoke with marketers, engineers, and account executives. We spoke with those who are new to the workforce, those who manage large teams, and everyone in between.
Now we’re here to share what we’ve learned, and how HR teams can take actionable steps to support employees in 2019.
What new managers need to be successful (and what you can do to help)
According to a survey from recruiting platform Jobvite, 30% of new employees leave their jobs within the first 90 days of getting hired. Why? Forty-three percent say that their role doesn’t meet the expectations that had been set for them, while 32% blame company culture and 34% report that an incident drove them away. The result, of course, impacts the bottom line: it costs companies almost twice an employee’s salary to replace them.
So how can you make sure that you’re setting up new hires for success on day one? Here’s how we can help.
What is a Bravely moment?
At Bravely, we’ve found that our Pros can be especially helpful to new managers as they assume newer and bigger responsibilities. The truth is that it’s often hard for people to ask for support once they’ve been promoted to a managerial role — the last thing they want is to look like they’re not up for the job, and showing vulnerability can seem like admitting failure.
Here are some of the major ways that our Pros help support new managers as they hone their leadership skills and build strong relationships with their direct reports.
Why your company should have an inclusion toolkit — and how Bravely can help
At Bravely, we’re on a mission to help people address whatever they’re facing at work—whether that means approaching a tough conversation with their manager, colleague, or direct report; or simply learning how to shift their attitude about a particular situation.
We like to remind people that there’s no “right time” to use Bravely, and you don’t need to wait until you’re dealing with something major to connect with one of our coaches (we call them “Pros”). In fact, we think it’s better to talk about things before they reach a breaking point and turn into all-consuming, stress-inducing issues.
So, what is a Bravely moment?
We need a better first step for resolving conflict at work
In March, note-taking app Evernote revealed a slew of new initiatives demonstrating their commitment to Inclusion and Diversity. (We love their intentional reversal of the more common “Diversity and Inclusion” moniker, reflecting their priorities as an organization committed to fostering a workplace that works for everyone.) They shared that they had achieved gender pay parity, released their internal diversity statistics, and announced the launch of a program designed to cultivate male allies in the workplace.
At the same time, the company’s Head of People told Entrepreneur that they were rolling out Bravely: emphasizing that “the implications for inclusion are clear.”
What Bravely Isn't
Making tough conversations happen when people feel intimidated by going straight to their manager or HR with an issue
We’ve all experienced stressful situations at work. Sometimes, these moments impact our productivity, sending us straight to texting our friends, or to Slack where we complain or gossip with colleagues. Other times, they paralyze us completely. The truth is, no workplace is immune from conflict: and even if you have your “dream job,” chances are it comes with its fair share of difficult relationships and dynamics.
Bravely’s Boring Brand Values
Like many startups, we spend a lot of time talking about what we’ve built and who we’ve built it for. I’m constantly being asked: “What is Bravely?”
The tricky thing is that it can be hard to describe what you are when you’re building something totally new. Especially when your product or service is something that challenges the status quo and forces people to think about things differently.
That’s why I’ve found that it’s often helpful to talk about what Bravely isn’t.
I’ve been looking forward to defining Bravely’s brand values since we came up with the idea almost a year ago. I’ve always LOVED this part of forming a new company: you get to map out this ideological blueprint and North Star that informs and guides everything you do, from building your product’s next feature to creating content to defining how team members work and make decisions together.