In this document you’ll find templates for communicating about Teamspective Engagement to your organization. We want to help you deliver crystal clear communication about the purpose of these solutions and responsibilities they create for each individual.
A roll-out of a new tool or process is much more successful if everyone gets a clear understanding of:
Why is this change happening?
What is the expected benefit?
What is an individual expected to do and by when?
Optional but often good practice is to also mention what other approaches/solutions/benefits were considered but not prioritised.
Feel free to grab the best parts and tailor the message to suit your organization and personal style.
If you don’t find all the answers here, please get in touch with us – we’re happy to help you!
Contents
Wiki or employee handbook article
What is Teamspective?
Teamspective is an organization performance enablement solution designed to help with continuous improvement across individuals, teams and the whole organization. They focus on building solutions with the end user experience in mind so that each individual would love to use the tool and could gain valuable insights to help solve problems at work.
Engagement Surveys
We are using Teamspective as our company engagement survey tool and we will run the survey on a regular basis every week / bi-weekly / every 4 weeks / once a quarter. Sharing feedback and development ideas on a regular basis helps support continuous improvement. It's important to build a routine of measuring and discussing issues within the team. The quicker we solve a problem the better.
How does it work?
You will receive a set of questions directly into Slack / Teams / your email. This happens on a weekly / bi-weekly / every 4 week basis. Below you can see an example of what this will look like.
Survey results are viewable immediately after each survey round. You will get a notification to Slack / Teams / email with a link to view the results in the web app. Teamspective also includes insights and tips on what actions to take based on trends in your results.
You can find Teamspective's more thorough user guides here:
How to go through results and take action?
Every team should review and discuss survey results once a month or at least every quarter to help spot issues, build a routine and support continuous improvement.
Results are always accompanied with quick tips to help take action and provide a framework for the discussion when needed:
You can find Teamspective's more thorough guide on reading pulse results here:
Introduction messages
All employees
Hey everyone!
We’ve decided to update how we support our feedback culture on a personal and group level, and we’re implementing a tool called Teamspective. We’ve evaluated Teamspective in the past few weeks and concluded that it fits our needs well.
Next Wednesday you will receive a Slack message from Teamspective bot. It will ask you a set of questions and we hope you answer honestly – it’s all anonymous. You can also add anonymous comments.
The results are summarised per team and per company, and everyone can see them for their own team(s) and on the company-level. The point here is to check those reports in [weekly or monthly team meetings, etc.], and to talk in teams about what you’re doing well and what you can do better in the future. Teamspective's tool provides automatic recommendations on what you should focus on and how that topic can be discussed in your team.
This new way of using data in team meetings may feel weird at first, but it gets easier with some practice. Hang on tight and remember to answer the questionnaire and talk about the results!
There’s also going to be a live lecture + training session for the whole company (and a recording of it). We’ll inform you of the date later.
Team leaders
Hello team leads! Like you probably already saw, we’re implementing Teamspective company-wide. It’s going to help all team leads better understand the engagement levels and wellbeing of team members.
You’re going to get full access to your team's results, and we highly recommend you to go through them after every survey round to see if there are some alarming results. Try to bring your insights up for discussion in your team meetings to gather further context and development ideas.
The survey results are anonymous but when talking, you can of course hear each others’ thoughts more openly. It can take a while to get up to speed and build a routine, but let’s keep at it and talk together among team leads how to best use the results.
We will organize training sessions for all team leaders separately from the company training so that you’ll know exactly what to do with the tool. You can find Teamspective's guide for team leads here.
Let me know if you have any questions!
Management team
Hi everyone! We’ve evaluated Teamspective for the past weeks, and decided that it fits our needs for more accurate, real-time measurement on wellbeing and employee engagement in each team.
Teamspective was the best choice for us because of its good user experience (integrates to Slack / Teams), research backed survey model and automated reporting with AI insights.
We will organize training sessions for both team leaders and the whole company, and the sessions will be recorded for later use.
As always, your example has a great impact on how well our people adopt a more active approach to giving and collecting feedback, and making improvements based on it. Start discussing the results in your functions and teams, try to encourage employees to share development ideas and help with prioritizing actions.
Let me know if you have any questions!
Communication assets