What to do once an issue has been identified?

Once a particular issue has been identified as "to be addressed", some of the work has been done, but there is still some way to go.

Our guidelines

Here are some tips to help you best grasp the subject:

• If it lacks clarity, ask more questions (through a one-time survey focused on this topic, for example).

• Identify which level the topic should be addressed at: is it something that concerns the team or is it more of a management decision?

• Share the results with the relevant people to show that the issue has been identified: whether or not there is a solution, this can be considered as a first action.

• Define, with the concerned actors, the possible solutions.

• Communicate about the solutions.

A practical example

Let's take the example of a low score

The overall score on the question "My company makes decisions quickly" is a bit low compared to the other questions.

We start by specifying the cause

Here, the topic is quite broad. We must ask ourselves if the problem comes from decisions made in the team or if it refers to decisions made by management.
We can identify this through our knowledge of the context or by sharing the result with the employees.

We can also specify the need with questions such as: "I am satisfied with the speed of decision making within my team" and "Decisions that have to go through management are made quickly". Based on the results, one will have a clearer idea of the root cause of the problem.

Then we consider the actions to undertake

• If it comes from the top management, and the local manager does not have the means to change things, then they can communicate about the identified problem and explain that it has been brought to the attention of the management, but that they do not have any direct leverage on this matter. The team can then think about how to ease the situation locally while waiting for concrete actions from top management.

• If it is a local problem, the team can directly address it and propose solutions, or ask for help from other teams that have successfully overcome the same issue.

In all cases, Supermood results provide a baseline for discussion with a common goal: improving the work experience.

Throughout this process, the key is communication. It will be important to think about sharing the results, giving visibility and allowing people to exchange on the topics.