In the Insight page, we recommend what driver to focus on based on the potential for improvement. However, the individual employee maybe scored lower on another driver than the ones we recommend you to focus on for the entire team. Therefore, it is important to always make sure that the well-being 1:1 is based on their needs.

1. Start by asking them if they have a preferred driver they would like to focus on (maybe go through them, in case they don’t remember the 8 drivers). Note that maybe they won’t choose one specific one - it is completely fine if they just start talking about the things they have in mind. Listen and maybe simultaneously reflect about what driver this may sound like to find inspiration on good questions to ask.

<aside> 👉🏻 Remember to preserve the employee's feeling of anonymity by letting them choose exactly what (driver) they would like to focus on and do not trying to make them reveal how they scored in the survey.

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1. If they don’t have a preferred driver they would like to focus on, try asking them about the recommended driver(s) from the Insights page: “I noticed that we could improve our recognition score, and I was curious to hear if that was something you think would be valuable to talk about.” If they consent, you can go to the recognition conversation cards below.

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We do not advise you to show comments when presenting the data due to the risk that they will likely feel less anonymized and may not write comments again. If anything, you can talk about general tendencies or themes in the comments.

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You can find inspiration on how to dive into each driver here:

Cards for reflection and conversations.

The Leadership Playbook (2.0).