One of the keys to unlocking the power of Employee Engagement is within your employees themselves.
Make it a personal mission to include them every step of the way with monthly updates on the state of Engagement, the progress of the team’s action plan, and encouraging thoughtful dialogue-based feedback. They’ll continue to participate and will contribute more if you keep them in the loop.
Here are some tips for you:
1. Be Transparent
When sharing results, some managers choose to communicate the results with their teams as-is, without excluding any data, to give them an overall view of where they stand. Alternately, others prefer to focus on a couple of higher and lower scoring Metrics to identify successes as well as areas for improvement. You can also utilize the information in the Benchmark section to share how your company is positioned against other Officevibe customers, or even rely on Feedback to outline any actions that your company has put in place as a result.
2. Share Regularly
We've found that our clients use a variety of channels to communicate the results, such as via the company's intranet, an email, a global meeting, or during a team meeting, for example. The goal is to engage your teams and have them invested in the results, so try to make it fun and visually appealing for the employees.
Leaders of the organization have the credibility to communicate the results, whereas a direct Manager has the proximity to employees to come up with innovative solutions. Some of our clients choose to have the Managers cascade the results while for others, the CEO will be the one who shares the results - This varies from company to company so ensure you discuss this together!
It depends on whether you prefer formal or informal discussions about the results. Should you do it in a weekly team meeting, monthly, or every quarter? We think it depends on your organization's reality, but we recommend sharing results regularly.
3. Open a Dialogue
We recommend informing employees about the scores, their evolution in time, and other aspects of Officevibe (e.g. Polls, Feedback) to involve the employee in finding solutions. Involving employees in that process contributes to their Engagement level and makes them feel like they are part of the puzzle to success.
4. Be Mindful
Be mindful of sensitive topics and respectful of anonymity. One of the core tenets of Officevibe is trust, and we aim to provide a safe space where everyone can share their honest thoughts. This is why individual Survey answers are never shared, and why we leave it up to the members to anonymize their feedback or not. As a manager, you have a responsibility to respect your team’s wish to remain anonymous.
5. Be Patient
It takes time to build trust and honest dialogue with your team. Remember that this is your very first meeting discussing Officevibe results with your team, and not everyone may be trusting or invest themselves in the conversation at first. Repetition and consistency are key to building trust, so the more you discuss topics related to engagement with your team, the more they will understand the purpose and value of these conversations.
6. Take Action
Remember to commit to one action, as a team, before the meeting ends. It’s important to finish with an action plan, or your discussion will be left up in the air and you may not see any noticeable change. Commitment to an action plan will also help to build trust, and your team members will see that you are focused on people first and on the teams' success.
Check out these resources:
- Learn the best practices and build your first action plan today: Building your Action Plan.
- Check out how you can share results directly in-app: Sharing Officevibe Results with Your Team.
- Ask your team how they want to proceed via a Custom Polls.