Get started with temperature meetings

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The purpose

What happens if a user frequently answers all the questions in Winningtemp but never receives feedback on how your team is doing? You may eventually stop responding. Even though it only takes about 10 seconds to respond, it can feel like a waste of time and fails to create a forum where you can collectively discuss your team's temperature, what works, and what you would like to improve.

So, it's important for you as a manager to inform your employees of the team's temperature and facilitate a discussion about it. But, how do you initiate a dialogue and feedback when you're unsure of what to say? In this guide, managers can find inspiration and tips on how to conduct successful feedback meetings.

The meeting structure

The most common way to convey the temperature and simultaneously open up dialogue is to integrate feedback meetings into your and your employees' regular workday. Use the guide below or use our ready-made functionality called Guided temperature meeting. Read more here.

It's essential to tailor the structure to what you believe works best for your team, but if you need some guidance, we recommend the following approach:

  • Determine which meeting format suits your team best, then allocate 15-20 minutes during an existing monthly meeting or schedule a dedicated feedback session.
  • Ensure both you and the team are prepared by sharing the meeting agenda and your focus areas beforehand.
  • Begin by explaining the purpose of Winningtemp surveys and pulse surveys so that employees understand why they are answering questions.
  • Highlight the categories with the highest and lowest scores. Review the overview in Winningtemp together (for more details, refer to the next chapter).
  • Discuss the response rate and express gratitude to those who participated. If the response rate is lower than expected, ask the team for any reasons for non-participation.

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By initiating these conversations, you demonstrate the significance of employees' perspectives and showcase collaborative efforts to enhance the group's well-being.

Focus areas

Try to maintain flexibility in your meetings and tailor them to what best suits the team's current needs. Is there a particular focus for the next meeting? Flexibility is key to success.

  • Highlight 1-2 areas or issues during each meeting. It's equally important to address both high and low-temperature areas.
  • Focus on the trend rather than fixating solely on the numbers.
  • Engage the team by asking what they wish to discuss during the meeting.
  • Review response contributions and identify any standout issues within each category, whether positive or negative.
  • Emphasize the importance of providing comments alongside responses.
  • Refer to the team's insights (more details on this will be provided later in the guide).

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Generate PDF summary 

Need a bit of assistance before the meeting? In Winningtemp, you can generate a ready-made PDF report (included in our Act package) that summarizes the most significant trends per question category, providing you with a quick overview of your team's performance.

Read more here - Customized manager reporting - Generate PDF Summary

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Tips and tricks

Strengths - High temperature

As mentioned earlier, it is crucial to emphasize the strengths of your team and identify ways to maintain high morale. In the example below, we observe a very positive response to the question "Do you feel that going to work is fun?" But, how do we address this with the team? Here are some suggested questions to ask during the meeting:

  • What does having fun at work mean to you?
  • What aspects of our workplace contribute to our enjoyment of coming to work?
  • Are there any changes or improvements we should consider?
  • How can we collaborate to sustain this positive atmosphere?

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Strengths - Insights (included in our Act package)

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Feel free to utilize your team's insights as a foundation for discussion. For instance, if you notice a strength associated with Autonomy, like the example above, it's essential as a manager to grasp the context behind this positive trend. We suggest navigating to the Autonomy category and examining the "Response" page for more information. It will provide clarity on precisely which questions contributed to the positive trend of +12%.

What questions can I ask?

  1. How can we, as a group, sustain this positive sense of high autonomy?
  2. What specific activities can we collectively prioritize?
  3. What specific activities can you, as an individual, continue to emphasize?


End the meeting by highlighting a strength - this will leave the team with a positive feeling that will spread throughout the office.

 

Development areas - Low temperature

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In the scenario above, we observe a relatively low score for the question "Do you feel that you receive the skills development you expect?". To grasp the underlying reasons for this result, it could be beneficial to begin by discussing what skills development means for your employees.

  1. For example: What are your expectations regarding skills development?

After addressing the questions above, outline what the company can provide and the internal opportunities available. Additionally, emphasize that employees also bear responsibility for their own skills development and personal growth, which extends beyond formal courses or training. Skills development involves sharing ideas, listening to colleagues' perspectives, and fostering collaboration and dialogue. Effective competence development occurs in the context of daily work.

  1. How can you, as an individual, influence your competence development? What activities can you undertake to enhance your skills and progress in your role? (especially if the company cannot provide what you desire).
  2. How can I, as your manager, support you in this endeavour moving forward?

 

Development areas - Insights (included in our Act package) 

In this scenario, three employees responded negatively to questions about stress. Here are some suggested questions to ask your team regarding negative stress:

  • Have any recent changes affected the stress levels?
  • How do you recognize when your colleagues are experiencing stress?
  • What collaborative efforts can we implement differently to address stress?
  • As an individual, what changes or influences can you make?
  • What support or assistance do you require from me as a manager?

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Share your experiences

Have you discovered a method of working that effectively engages your team? Don't hesitate to share your experiences with other leaders and teams. Perhaps you've experimented with various approaches and can offer insights into what succeeded and what didn't. Don't be afraid to seek assistance if you encounter challenges.

Best of luck with your feedback meeting!

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If you need more information on feedback meetings, contact your Customer Success Manager for more details.

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