How to talk to your team about EHS before the first check-in

The conversation you have with your team before their first EHS check-in matters more than most leaders realise. People approach an unfamiliar feedback mechanism with questions and if those questions are not answered clearly, they will answer them themselves, usually in ways that make honest participation less likely.

Start with why you are doing it

Before you explain what EHS is, explain why you are using it. People respond better to context than to mechanics. The reason matters: you want to understand how people are genuinely feeling about working here, on an ongoing basis, so that you can manage better and act earlier when something needs attention.

Be clear about anonymity - specifically

This is the most important part of the conversation and vagueness here costs you honesty later. Do not just say the check-in is anonymous. Say what that means specifically:

• Your team and manager cannot see how you individually responded
• The platform can see responses for the purposes of trend tracking and benchmarking
• There is an optional reveal function - if you choose to share your name with leadership, you can, but it is entirely your decision

Say what will happen with the results - and what will not

The results will inform how leadership manages the organisation over time. They will not be used to assess individual performance, to identify who said what, or to trigger any specific organisational process.

Be clear that a low score will not result in an immediate public announcement or a crisis response.

Keep the tone low-key

The biggest risk in introducing a new feedback mechanism is overselling it. If you make ambitious promises about how much will change as a result, you create expectations that are hard to meet.

A matter-of-fact introduction - this is what we are doing, this is why, this is what anonymity means - is more effective than an enthusiastic launch. It lets the process speak for itself.

The takeaway

The pre-check-in conversation is about reducing uncertainty, not building excitement. Cover the why, be specific about anonymity, say what will and will not happen with the results, and keep the tone factual. People who understand what the check-in is - and what it is not - respond more honestly.

Ready to see how your people feel about working at your company? Start your free cycle - no card, no commitment. 

Also worth reading: How to get your team ready for their first check-in