This course on Take Action to Grow Team Engagement equips people managers to drive meaningful improvements in team engagement through hands-on, action-oriented practice. Learners will summarize key themes from team survey discussions, identify two top priority areas to address, create a focused 1-3-5 action plan, and implement strategies for accountability and follow-through to sustain progress and impact.

We begin by focusing on best practices for Summarizing and Prioritizing Team Feedback for Action. In this unit, you’ll learn how to turn a team’s raw feedback into clear, actionable insights—a crucial step for driving real engagement. After a team discussion about engagement survey results, it’s easy to feel overwhelmed by the variety of comments and ideas. The process you’ll use here will help you organize, clarify, and prioritize what matters most, setting the stage for meaningful action.

Begin by gathering all the feedback from your team discussion, whether it’s on sticky notes, digital tags, or a shared document. Work collaboratively to group similar comments into categories, or “themes.”

For example, if several people mention not feeling recognized, you might group those under "Lack of recognition". Label each group with a phrase that captures its core idea. This theming process not only makes the feedback more manageable, but also helps the team see patterns and shared concerns.

Once you’ve established your themes, summarize each one using three simple categories:

• Strengths (what’s working well)
• Pain points (what needs improvement)
• Ideas (suggestions for change)

For instance, under the theme "Team Communication", you might note that regular updates are a strength, but some team members feel uncomfortable speaking up—a pain point. An idea could be to rotate meeting facilitators to encourage broader participation. This summary, often called a “What We Heard” document, ensures everyone’s voice is reflected and keeps the team focused on solutions rather than just problems.

Here’s a sample dialogue that demonstrates this process in action:

• Chris: So, looking at all the feedback, I see a lot of comments about recognition. Should we group those together?
• Natalie: Yes, I think “Lack of recognition” fits as a theme. There are also a few notes about team meetings feeling rushed.
• Chris: Good point. Let’s call that one “Meeting effectiveness.” For “Lack of recognition,” what are the strengths we’ve heard?
• Natalie: People do appreciate the shout-outs in our group chat, but they want more personal feedback.
• Chris: So, pain point is not enough one-on-one recognition. And for ideas, someone suggested a monthly appreciation round.
• Natalie: Perfect. I’ll add that to our summary.

In this exchange, Chris and Natalie are collaboratively grouping feedback, labeling themes, and breaking each down into strengths, pain points, and ideas. Notice how they clarify and capture the essence of the feedback without losing important details.

With your themes and summaries in hand, the next step is to decide where to focus your efforts. Use an Effort vs. Impact Matrix to plot each theme according to how much effort it would take to address and the potential impact on team engagement. The goal is to identify “quick wins”—themes that are high impact but low effort. For example, if celebrating small wins is easy to implement and would boost morale, it’s a strong candidate for immediate action. This approach helps your team avoid getting bogged down by complex issues and instead build momentum with achievable improvements.

By mastering these steps, you’ll be ready to move forward with selecting top priorities and building a focused action plan. In the next role-play session, you’ll get hands-on practice applying these techniques to real-world scenarios, ensuring you’re prepared to lead your team through the engagement improvement process.