At Peakon, we believe that being transparent helps employees understand the common goals of the organisation and team, which also guides them in the right direction. This is why we believe that sharing and discussing the results, is a great way to get your team involved in the decision-making processes. 

Following is the approach that we recommend:

1. Share Insights

Share your dashboard and address employee feedback by creating a dialogue around the results with your team.

Preparation prior to the meeting

  • Analyse your results before the meeting so you can draw a discussion list to focus on.
  • Share your dashboard before the team meeting by sending the generated link or by previewing the dashboard during the meeting. 

Communicate the results

  • Present the current engagement score and its development: if there is a rapid change, discuss why this could be.
  • Highlight and celebrate your strengths: talk about what you do as a team that make these drivers a strength.
  • Discuss the priorities detected: Start a dialogue around possible solutions by asking everyone’s help in the room. 
  • Present common themes within comments (topics) 

Some conversation starters

  • Why do you think there has been a (rapid) change? 
  • How do you feel about the driver strengths and what are your thoughts?
  • If employees share feedback on the priorities: “What is it that makes you feel that way? What can we do differently? Do you have any ideas or examples?

Some best practices

  • Focus on the content of the comments and not on who wrote them.  
  • Don’t share the actual comments, but discuss the topics that you discovered by going through the feedback in the comments, before the meeting.
  • Don’t discuss a specific case that can disclose the identity of the person involved.

2. Take actions

Create an action plan together with your team, allowing them to feel included in the process of driving change. We recommend to prioritize the drivers that you want to focus on as a manager, while also being open to discuss other drivers that are most important to your team.

Create an action plan

  • Start by discussing general themes that came up in the team meeting ( e.g recognition, workload, mission etc. ).
  • Set two Actions per highlighted driver: one short term and one long term action. 
  • Set at least one Action for the drivers discussed during the meeting, before it ends.
  • If Peakon’s suggested Actions aren’t ideal, you can create your own together with your team. 
  • Add these Actions in your Peakon dashboard and set a deadline. 
  • Toggle the Actions in the shared dashboard view.

Action planning as a team

  • Don’t come to the meeting with a pre-made action plan.
  • Go around the table and ask for everybody’s input for suggested actions.
  • Commit as a team to the action plan, by defining how each individual can contribute.

3. Follow up

Once you commit to these actions, follow up in one the next team meetings to share the progress and continue the feedback loop.

We recommend having a frequency for meetings to discuss your action plan progress. 

Before the next meeting

  • Track trends over time, see the impact of key decisions based on your actions and investments.
  • Track the progress of long-term actions.

During the meeting

  • Have a look at the set actions and their progress:  Have you fulfilled any of them, especially the short term actions?
  • Keep your team updated on the status of the long-term actions. 
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