The effective follow-up in the team
To ensure that the well-being survey adds value to your department and organization, it's important to conduct a collective follow-up. In collaboration with your employees, focus on what is most important to change or maintain in order to improve or sustain well-being.
Watch the video below where our management consultant goes through specific techniques and examples of how you can make the follow-up relevant to your employees in a collective meeting using the 4 I's model.
Here's how you use the four I's
Introduce: Set the stage for the meeting. Explain the purpose, what topics you'll cover, and what you hope to achieve together in the meeting. Consider assigning the role of a note-taker or a meeting secretary to a team member.
Inform: Go through the results and highlight the important trends you observe. This could involve discussing areas where you've seen positive outcomes and areas that need improvement.
Involve: This phase usually takes the most time. Engage your team members and encourage them to share their thoughts about the results. Consider using group activities or discussions to make it more comfortable for individuals to express their opinions.
Initiatives: Ensure the meeting concludes with one or more concrete initiatives that both you and your team commit to. The more specific the agreements, the better. Clearly define how and when you will follow up together.
Remember to establish good, shared ground rules.
Ground rules for you as a leader:
- Never ask an individual about their responses.
- Listen to what your employees are saying without interrupting.
- Ask questions to the group as a whole, not to individual employees.
- Remember that it's optional for each individual to contribute to the dialogue.
- Avoid disputing with employees, even if you feel misunderstood or misinterpreted.
- Don't become defensive; instead, accept the various statements as honest and constructive feedback.
Ground rules for employees:
- Be honest and constructive in your feedback.
- Avoid discussing or asking about who gave specific responses.
- Show respect for the fact that different people perceive reality differently.
- Feel free to provide concrete suggestions for improvements.
- Refrain from making accusations about the past; instead, express your forward-looking desires.
- Stick to your own opinions and refrain from speculating about others' opinions.
- Also discuss what you as employees can do to create better conditions for leadership.
Need leadership guidance?
Consultation with an AS3 leadership consultant is included in your company's subscription to the EVI well-being survey.
Write directly to Trivselsraadgiver@as3.dk - and we'll call you back.
