Make sure that you answer the questions in the surveys yourself and keep track of which pulses that are scheduled in the tool. Also keep an eye on the response rate while the pulse is open.
Explain the purpose of the surveys and how you will follow up on the results with your team.
Make sure everything works in the tool for your group and make sure you capture potential feedback.
Remind your employees that they can either use the mobile app or the websiteto answer questions.
Reflect on the results before sharing them with your team
Get a good routine of going through the results just after the survey closes. Ask yourself, is there something that stands out and if you are heading in the right direction? Why/why not?
Have a look at the spread of the results to see if it is polarized, but remember to only focus on the average when you share and discuss the results with your group.
Source support internally if needed
Consult with other managers or colleagues about their results. Can you learn something from each other's way of working with the results?
If a result is difficult to handle on your own, ask your closest manager, a colleague or someone from your HR department for support. It can feel easier going forward if you have support internally.
Discuss the results with the group
Select 1-2 questions that you present to the whole team during a team meeting. What is the spontaneous reaction in the team?
Alternate the questions you present, both positive and negative results.
Questions with positive results: Acknowledge these results in the group and discuss what you can continue to do to maintain the positive results.
Questions with a negative result: Have an open dialogue about what you can learn from the result and how you can move forward to improve the result. Inspiring leadership is about looking ahead! Where do you want to be and what does it take to get there? Read this guidefor more tips.
Be transparent and honest
Be transparent about the results and available to your team for potential follow-up questions.
Remember that everyone in the group is responsible for the results in your team, not only you as a manager. Try to see it as something you can all learn from and try to have an open mind for what comes out in the dialogue. Also, try to not be too quick with a solution - let the group discuss in their own time and truly listen to what they all have to say.
Book follow-up meetings if necessary
Do you have a specific area that is a recurring challenge? Put together a small group of employees, and let them have a meeting to discuss potential solutions, for example, what they can do as employees and colleagues, what you can do or improve as a leader, and what the organization as a whole can do.
Are there any results that you can’t find a solution to, or do you feel that the dialogue isn’t moving forward? Take a break from the discussion and try to bring it up in another forum or the next meeting.