When sharing Howdy data a lot of different factors such as team culture, existing work habits and relations should be taken into consideration. In this article you will find inspiration on what to share and when.
Share Continually
Include Howdy data in recurring monthly or quarterly meetings. This helps establish a habit, allowing employees to become familiar with the data, understand it, and eventually expect to see it at every meeting.
Emphasize Trends – Don’t Focus on Snapshots
To avoid drawing incorrect conclusions about your team’s overall wellbeing, we recommend consistently monitoring the trend of the wellbeing index. A single fluctuation may have many causes, but trends observed over a period of three months, for example, provide a more reliable analysis.
Begin With Data You are Comfortable in Sharing
- The Wellbeing Index over time can be a good place to start as it is easy to understand and interpret: Is the team within the normal range, below, or above? This graph makes it easy to observe wellbeing trends over time.
- The next step could be to share the Answers graph, which breaks down the responses within the five parameters that make up the Wellbeing Index. You could then discuss potential improvement initiatives to address the parameter with the lowest score.
- Another approach is to share the anonymous feedback you have received—perhaps only as general topics if the details are sensitive.
- You can vary which parts of the portal you share, as long as you do it regularly.
Provide Context When Sharing Data
You can include benchmarks, such as the general wellbeing benchmark based on all customer data, similar figures from a related department, or the overall company. Additionally, you can provide historical perspectives, such as data from the same month last year.
Open the Dialogue Based on Data
It is important to involve employees in understanding and analysing the data, as well as highlighting the reasons behind current trends. Additionally, it is crucial to include employees in planning and implementing potential initiatives that could improve the overall wellbeing of the team. You could ask questions like:
- Do you recognise this picture?
- What do you see as the main reasons for the recent trend?
- Any suggestions on how to improve our wellbeing?
- What would motivate you more in your daily life?
