Make sure you are familiar with the question schedule and encourage employees to answer.
Check with the group if everything works with the tool. Do they understand the interface and how to access their personal results?
Are any questions hard to understand? Any questions they’d like to add?
Regularly check the response rate for your group.
Remind the employees that they can also answer directly at www.andfrankly.com if they feel it's more convenient.
Continuously track the group’s result
Make a habit of checking the results as soon as the measurement closes.
Are any of the results unexpected? Are you heading in the right direction? Why/why not?
Encourage employees to review their own individual results regularly and make a personal reflection on changes they’d like to make.
Don’t forget the individual perspective
View the distribution of individual answers in the results. Are there any polarized results?
How to make the best of your work situation is to a great extent a personal responsibility. Your role as a manager is to give them the tools and support needed to help them improve their situation themselves.
Learning curves, goals and drivers are highly personal. A good result for one individual is not necessarily the same for another one.
Discuss the results with the group
Pick 1-2 questions from the previous week that you present to the team in an existing staff meeting, preferably weekly. What is the group’s spontaneous reaction?
Vary the questions presented; be sure to include both positive and negative results.
Questions with a positive result: Give yourselves a pat on the back and discuss what makes the results so strong (in order to keep the positive momentum)
Questions with a negative result: Have an open discussion on what you can learn from the things that went wrong, and how you can turn the trend around.
Inspiring leadership is about looking forward. What is your ideal work situation and what does it take to get there?
Be transparent and honest
Be open about the results and available for follow-up questions and thoughts.
Share your own expectations and what you are doing yourself to try and improve the situation.
Be open to other means of sharing the results. Perhaps on your billboard, on shared screens in the office landscape, on the intranet, or during the coffee breaks
Book follow-up meetings
Ask your colleagues to contact you if they want to discuss something in the results from an individual perspective
Are any areas recurring challenges for your group? Form a small workgroup that can discuss actions for change - what can they do themselves, what do they need your help with, and what do you need to escalate further up the hierarchy?
Are there parts of the results individuals can incorporate in their own development plans & discussions?