This article outlines how leaders to implement and get the most out of Skodel at your organisation
To set yourself up for long term success with Skodel, consider the following:
- Steps to getting started
- Identify a Skodel champion (and introduce Skodel effectively)
- Start small and expand
- Run check-ins once every 4 to 8 weeks
- Have the Skodel champion send/schedule check-ins for the whole organisation
- Enable self check-ins
- Set up groups on Skodel
- Customise check-ins (and name them well)
- Use Skodel Reactions
- Run half yearly in depth reports to share with leadership
- Leave technical matters with Skodel and the IT team
Steps to getting started
- Click on this link to view a 2 minute video showing you how to set up your teams so you can check-in with them. You can send this to your system admin if they are setting this up for you.
- These email templates will assist you in introducing Skodel to your team leaders and all team members effectively
- Send your first check-in to your teams
Identify a Skodel champion (and introduce Skodel effectively)
No matter how good software is, it needs a champion to promote it. Our email templates will assist you in introducing it to your teams and leaders. Introducing something new is challenging, but the end goal is that a positive behaviour change will come that validates the initial effort made to implement it. Not everyone will buy in and that’s fine.
Start small and expand
To start with, we recommend trialling Skodel with a few teams. This helps you establish systems and processes with a small group. Once you are comfortable, it makes it easier to introduce Skodel to the whole organisation.
Run check-ins once every 4 to 8 weeks
Daily or weekly check-ins may not be sustainable in the long run. Check-ins once every 4 to 8 weeks are simple to manage, eliminate survey fatigue and give you an insightful body of longitudinal data. You should customise these check-ins as well, more on that below.
Have the Skodel champion send/schedule check-ins for the whole organisation
You can collaborate on check-in schedules but a single point of contact for sending and communicating check-ins across the organisation creates clarity. This person can communicate with team leaders to let them know when check-ins are being sent.
Enable self check-ins
We recommend keeping self check-ins on and communicating this to team members so they know they can check-in at any time. This will mean everyone can check-in at any time to unpack how they are feeling and work through those feelings or the situations contributing to how they feel.
Set up groups on Skodel
Create groups for teams. For each of these groups assign relevant ‘wellbeing facilitators’ so they have visibility on their teams. Facilitators are typically team leaders. This is a simple and proven structure. Other groups can be created at your discretion and you can always retrospectively add groups as well.
Customise check-ins (and name them well)
Ask teams different open ended questions for each check-in. Getting open ended feedback on different aspects of your organisation maintains engagement and provides insights that support decision making.
Use Skodel Reactions
Reactions allow leaders to react with an emoji or comment on individual check-ins. This is a simple act that makes team members feel heard. It improves engagement, builds connection and is an easy way to respond to data.
Run quarterly or half yearly in depth reports
More in depth analysis of check-in data can be carried out on a half yearly basis. This will help you focus on amplifying what's working well and identify areas for improvement.
Leave technical matters with Skodel and the IT team
If technical matters pop up (errors, SSO, integrations, APIs etc.), please put Skodel in contact with the right IT contact.