This article helps you structure and prepare your next team dialogue.
- Share your results with the team using either the first page in &frankly under Start > Dashboard or Results > Individual questions
- Start by reviewing the results together, and focus only on the average results (instead of the spread). Remember to highlight the good results, celebrate these and your strengths will lead your group forward!
- Look at the lower results and start off by asking open-ended questions and decide which follow-up actions you can take.
- How do we feel about these results as a team?
- Which factors do we believe have an impact on these results?
- What could we do moving forward?
- Summarize what you decided in the meeting. This way the discussion will feel more concrete and if something was misinterpreted it is an excellent opportunity to correct that. Summarize what you should continue with, what you might need to change, and what you should stop doing. You do not have to work with all questions at once, but take one piece at a time to get started.
- Follow up on the actions you have decided to take in the next meeting and keep an eye out for the trend of the results so you see that your team is moving in the right direction.
Solid examples if you get low results:
- The team spirit is low. What do we do as a group to raise the team spirit? Is there anything you see that we can get better at? Can we help each other more? Feel free to also ask how your employees are feeling and show that you as a manager care about all members of the group.
- The direction is unclear. Is there something we need to clarify or concretize in our team in regards to how the company goals apply to us? Do we know how we can help to achieve the company's goals, and may we set up aligned team goals?
- Recognition is low in our team. How can we as a group highlight each other's success more? Is there anything we can do to celebrate our successes as a group? What do you think we should do? What is our core strength?
- Well-being is low in the group. How can we avoid negative stress in the team? Do we need to reallocate our resources? Can we help each other? Can I help or support you in prioritizing your work?
Group level or one-to-ones?
If there are results that you feel are better to discuss on a one-to-one basis you can bring up topics (rather than specific results) in those types of meetings. For example, if you see that you have a low result around development opportunities in the team, then it can be a topic to discuss further in a one-to-one, to see e.g. where the person can and wants to develop more.
If you have received a low leadership result but do not feel ready to talk about it with your team, ask if there is someone who can support you internally, perhaps someone from HR or a trusted colleague who can help you move forward.
If you feel ready to talk about your own leadership results and it is a low result, we recommend you to be as open-minded as possible during the meeting, see the feedback you receive as a gift and if you notice that someone wants to say more, you can ask supplementary questions. If you notice that the person becomes uncomfortable, stop there and do not let the meeting become infected or too uncomfortable. It is important that your team members feel secure in giving you feedback and it is important that you only address the topic if you are really ready for it. Try to leave the meeting with a good feeling, even if the subject itself feels heavy. If not, dare to seek help internally.
Good luck with the dialogue about the results in & frankly with your team!