Got your first Successteam results? Here's what you need to know! 

We've gathered our three best tips so you can be well-armed for team feedback. It is not only about understanding and acting on the input you get. It's also about having the right mindset as a leader.

Taking the feedback personally and viewing it as criticism won't benefit your or your team. Successteam is meant to help you better understand your team's point of view and take action based on it when you deem it feasible. 

Take a moment, read through this guide, and you'll be in great shape to succeed with your team.🚀

OUR 3 BEST PRACTICE TIPS:

If you are new, as a leader, to this type of feedback, be sure to adjust your mindset accordingly. Although it can feel that way, feedback is not a criticism, and having the right mindset when it comes to taking in feedback is crucially important to your own well-being and motivation. 

Feedback reflects your team's perspectives, not fundamental truths about you as a leader, so don't take it personally. We all view and judge situations based on our previous experiences, which creates unconscious bias. We judge the world based on our beliefs. As a leader, this also means that you often might have to dispute bad experiences with previous leaders.

Nevertheless, using Successteam is an excellent way to understand when to prioritize action or communication within certain areas. Because how they perceive your leadership, right or wrong, is one of the very crucial factors in their performance and motivation. 

A common mistake we see when using Successteam is leaders trying to fix all challenges simultaneously. It's not doable, and you'll feel overwhelmed by trying.

A team with living, breathing individuals with different needs, feelings and thoughts will ALWAYS encounter challenges. Just like a family or a friend group would. So, don't expect perfection or quick fixes. There is no obtainable end result and no final destination. It's an ongoing process of always listening to feedback and acting as you see fit. That way, you can give your team the best conditions to succeed.  

Remember, don't overthink the solutions!🤔
Some feedback is primarily about strengthening your communication and can be easily improved, so there is no need for any extensive measures or massive changes. 

For example, if the statement below is red, it means most of your team disagrees. Hence feel negative about the subject surrounding it.

"I feel my leader is on my side and generally stands up for me." 

This result isn't necessarily a reflection of your intentions as a leader. Only you know if you are or aren't on their side. But it does mean that most of your team perceives your actions in a way that makes them believe you aren't. So, something in your leadership style and communication might be misperceived.

This is excellent feedback; the best thing is that you can improve and make them feel differently almost immediately just by communicating. But of course, you should practice what you preach as well. 

Specific suggestions on how to do it:

• 📈 A good rule of thumb is to pick one or two critical challenges to act on. Maybe start with the ones with the lowest score, identified through your Team Feedback to Act on banner in your team dashboard. You can pick one of the suggested actions or create your own. 
• 🏆 We also recommend that you identify your very best feedback statements (green results) through your Team Matrix page and celebrate this with your team. It's equally essential for both you and your team to emphasize you're positive feedback. 

The most vital thing when using Successteam is to act on the feedback. Your team is using their valuable time and energy to share their opinion, so it is imperative to reciprocate that with action or, at the very least, communication.

When giving continuous feedback, the most demotivational factor is if they are left with a feeling of putting in an effort, but no effort from the leadership is reciprocated. But don't be overwhelmed. It's not about taking action on each and every single challenge identified through the feedback. It's about communicating how you act on some and why you don't or can't act on others.

You'll be surprised how understanding your team will be if you just acknowledge them and their efforts. 

Specific suggestions on how to do it:

• 📆 Have a monthly meeting where you share your thoughts on the recent 📑feedback and how you intend to act or why you can't act immediately. 
• 📑 Create a written report (or share the one you get from us) with highlighted feedback, both positive and negative, and initiatives chosen based on the latest feedback. 
• 🗣 Invite your team to be a part of the solution. Let your team chip in with ideas on how to improve on challenges. This will show them you listen, and they will feel appreciated and recognized because you involve them.

Now that you are mentally prepared to start acting on your feedback go to your team dashboard and start improving.📈

You can go directly to your team and start picking action, but if you need a little more preparation, here's a step-by-step guide on using the features and functionality regarding team insights and action management.