This slideshow offers one of great{with}talent's fun and productive employee engagement tools: Snowball Fight. It's helpful for teambuilding, staff engagement and employee morale. Staff can share their concerns and discuss them openly.

1. {Product Name}Management Tool Kits:
Engaging Your People -
Snowball Fight
February 2014

2. Snowball Fight
Purpose
•To encourage people to share their thoughts and feelings, so that barriers to
employee engagement and performance are identified and discussed
Set-up
•Allow between 20 and 45 minutes for the exercise;
•Ask people to explain the key elements of a snowball fight to you (e.g. protection,
stockpile of snowballs, aim is to hit others with snowball);
•Snowballs are created by crumpling up pieces of paper upon which people have
anonymously written a response to your change questions;
•Count down to the start of the snowball fight and then allow it to continue for 30
seconds;
•Have each individual pick up the snowballs near them and prepare to share the
response (make sure everyone has about the same amount);
•Invite someone to share a snowball and then work round the rest from there;
•Use debrief questions to discuss what the themes and how the group is feeling.

3. Snowball Fight
Example questions
• What are you most excited about in the next 12 months?
• What are you most concerned about in the next 12 months?
• What is everyone talking about but no one ever asks publicly?
• What questions do you have?
Tips
•Allow time for each snowball to be read out and heard before moving to the next
snowball. If the conversation is about fear, encourage the group to also think about
opportunities that may exist;
•Let others express their thoughts before you speak;
•Don’t try to work out who wrote a snowball.

4. Snowball Fight Debrief
Debrief Questions
• How is the snowball fight similar to how we are currently managing change?
• What did you hear that surprised you?
• How do you feel about what people shared today?
• How did you feel about the way you shared your feelings?
• Does anyone want to comment or add to what was said?
• What is one thing you can do to move forward in the change curve?
• How can I help?
Leader Action
•Thank the team for their honesty;
•Listen and summarise what you heard and the surface emotions witnessed;
•Summarise the actions people have committed to;
•Summarise your own action to support the team;
•Agree follow up and next steps.