It’s normal for some employees to feel skeptical - or even uneasy - about behavioral data. Your role as a manager is to create safety, model openness, and focus on growth, not judgment.
Common Concerns You May Hear
“This doesn’t sound like me.”
“Am I being evaluated?”
“What if I score low - is that bad?”
How to Coach Through It
1. Normalize the Reaction
Say: “It’s totally normal to have questions about this - it’s not a performance review. It’s about understanding what takes more or less energy for you.”
2. Reframe the Scores
Use the battery metaphor: “This isn’t about how good you are - it’s about what drains your battery faster. Everyone has those.”
3. Find Common Ground
Ask: “Is there a part of this that feels true based on your recent work?”
Highlight any strengths they agree with before discussing growth areas.
4. Make It Practical
Keep it simple. Instead of “Let’s change your behavior,” try: “What’s one thing you want to do more easily this quarter?”
Trust takes time. Stay supportive, patient, and focused on progress, not perfection.