Opening up a team conversation about engagement survey results can feel daunting, but it’s also a unique opportunity to build trust and spark real improvement. In this unit, you’ll learn how to guide your team through a thoughtful discussion that uncovers what the survey results truly mean—and how you can move forward together.

To get beyond surface-level numbers, start by writing the exact survey question on a whiteboard or shared screen, such as "This company provides me with rewards for effective performance."

Highlight the key words—like "rewards" and "effective performance"—and invite your team to share what those words mean to them. You might hear one person say "rewards" means public recognition, while another thinks of bonuses or extra time off. This step ensures everyone is talking about the same thing and helps avoid misunderstandings.

Once you’ve clarified the key terms, encourage team members to explain how they interpreted the question and why they answered the way they did. Use prompts like "When you read 'effective performance,' what came to mind for you?" or "Can you share an example of a time you felt rewarded here?" These stories reveal the real reasons behind the scores. For example, someone might say, "I answered 'neutral' because I think rewards only go to sales roles, not support staff like me."

After surfacing these perspectives, shift the conversation toward solutions. Ask the team to imagine what the ideal state would look like if everyone agreed with the survey statement: "If we all felt rewarded for effective performance, what would we see happening in our team?" Capture their ideas—maybe it’s more frequent shout-outs in meetings, or a clearer process for recognizing achievements. Then, ask what would need to change to get closer to that ideal. This keeps the discussion forward-looking and collaborative, rather than stuck on problems.

• Jessica: I’d like to start by looking at the survey question, "This company provides me with rewards for effective performance." When you see the word "rewards," what does that mean to you?
• Ryan: For me, "rewards" mostly means public recognition—like when someone calls out good work in a team meeting.
• Jessica: That’s helpful, thank you. Does "effective performance" mean anything specific to you?
• Ryan: I think of it as meeting or exceeding our project goals, not just doing the bare minimum.
• Jessica: Great. Would you be willing to share why you answered the way you did on this question?
• Ryan: Sure. I answered "neutral" because I feel like "effective performance" is mostly recognized when it leads to big results, but consistent, solid work doesn’t always get noticed.
• Jessica: Thanks for sharing that. If we were all to feel rewarded for effective performance, what would that look like in our team?
• Ryan: I think it would mean everyone, no matter their role, gets acknowledged when they do something well—maybe even just a quick shout-out in our weekly meetings.

In this exchange, Jessica uses the Meaning Mapping technique to clarify key terms, invites Ryan to share his interpretation, and then guides the conversation toward imagining a better future. Notice how she listens actively and keeps the focus on understanding and solutions.

By focusing on shared understanding and practical steps, you’ll help your team move from feedback to meaningful action. In the upcoming role-play session, you’ll have the chance to practice these techniques and see how they foster deeper insight and engagement.