As you begin the journey of discussing engagement survey results with your team, your approach in the first few minutes can make all the difference. This unit will guide you in launching the conversation with confidence, empathy, and a focus on learning together. By setting the right tone, help your team feel safe, valued, and ready to participate in a meaningful dialogue.

It’s natural for engagement survey discussions to stir up emotions. Acknowledge this openly and let your team know that honest feedback is both valued and courageous. For example, you might start the team discussion by saying: "I know it can feel vulnerable to talk about feedback like this. I want you to know that I’m here to listen and understand, not to explain away the results."

This simple statement signals that the meeting is about learning, not judgment.

Modeling openness is equally important. Start the team discussion by sharing one insight you personally reflected on from the survey results. This demonstrates vulnerability and sets the tone for open dialogue.

Here are a few examples of this approach in action:

• "One thing that stood out to me was the feedback about communication. It made me realize there are times I could be clearer about our goals."
• "As I reviewed the survey, I noticed the feedback about our team meetings sometimes feeling rushed. It made me realize I could do a better job making space for everyone to contribute."

When you lead with vulnerability, you invite others to do the same.

Here’s a sample dialogue that demonstrates these key ideas in action:

• Jessica: Thanks for joining, everyone. I know it can feel a bit uncomfortable to talk about survey feedback, but I want you to know this is a space for honest conversation. I’m here to listen and learn, not to defend the results.
• Ryan: I appreciate you saying that, Jessica. Sometimes it feels risky to be totally honest.
• Jessica: Absolutely, and I get that. For example, I noticed the feedback about communication. It made me realize I could be clearer about our goals at times. I’d love to hear your thoughts on that or anything else that stood out.
• Ryan: That helps. I think if we all share openly, we can actually make things better together.

In this exchange, Jessica sets a tone of psychological safety and models vulnerability, while Ryan responds with increased openness. Notice how Jessica’s approach encourages honest participation and signals that the meeting is about learning, not blame.

Your primary role is to guide the conversation, not control it. Aim to spend about 20% of the time talking and 80% listening. Make it clear that your team’s perspectives are the priority. You might set expectations by saying: "I want to spend most of this meeting hearing your perspectives. My goal is to understand the 'why' behind the survey responses and explore what we can do together to improve."

Resist the urge to explain or defend the results. Instead, use open-ended questions to draw out insights. If the conversation stalls, allow for silence and reassure the group: "It’s okay to take a moment to think. I really value hearing from each of you." This approach encourages thoughtful participation and signals that every voice matters. Remember, your willingness to be open helps create a safe environment where others feel comfortable speaking up.

By focusing on vulnerability, openness, and active listening, you’ll create a foundation for a productive and honest team conversation. In the upcoming role-play session, you’ll have the chance to practice these skills and see how they help foster openness and trust within your team.