There are as many ways to share results as there are teams. Some key elements to consider are:
- Where to hold it? Should it be outside of your normal work environment to prevent distraction? Do you often meet via the web and this meeting will need to be in-person? Maybe even outside at a picnic bench?
- Who should lead it? Often it is the manager that facilitates the meeting, but perhaps the conversation might flow more smoothly if influencers on the team lead the meeting.
- How many phases will the discussion have? Some managers will meet over the course of time with their team, and others may start or end the process by discussing survey results in one-on-ones to make it more likely the manager will have a heads up on important topics before the large group comes together.
- Straight forward plan: The manager posts the results for the team to review. During the meeting they discuss four questions (below) and leave the meeting with a plan for next steps.
- What was scored high?
- What was scored low?
- What should we focus on the make the biggest difference to our culture and results?
- How will we remind ourselves of this focus and celebrate improvements over time?
- Getting to the Bottom of the Results: A manager with a team of 10 people has some questions about the results but wonders about how productive a large group discussion will be as many of the team members are more introverted. She review the results herself and then shares the basic data out with the group. After the data has been shared, the manager connects on what each team member finds interesting or important as part of their next one-on-one. She then pulls together some key themes from these conversations to discuss with the large group. During the large group meeting, the team is asked to review this list of things to celebrate and potential opportunities for improvement based on the feedback. They are asked to add anything else and then vote on the top strength and challenge that the survey feedback highlighted. The group starts to discuss potential next steps and then the meeting adjourns. A second meeting is scheduled to come up with a plan of the top two or three next steps to support a strong culture. This plan allows quieter members of the team to contribute and gives the manager time to prepare for the types of topics that the team will want to focus on moving forward.