At the end of our Level 10 Meeting™, we always have one or two team members who rate the meeting low but refuse to provide a constructive, actionable reason for their score, leaving the facilitator with no way to improve the next weekly pulse. How do we handle low ratings that lack clear feedback?

Question

Tyler Smith · Accepted Answer

A low rating without feedback is useless data. When a leader rates a Level 10 Meeting™ a six or a seven and says everything was fine, they are failing the team. In the EOS® system, the rating is a tool for continuous improvement, and withholding the reason for a low score is a violation of open and honest communication.

To stop this behavior, the facilitator must establish a firm rule: if your rating is below an eight, you must state at least one specific, actionable reason. If a team member gives a low score and stays quiet, the facilitator must challenge them directly.

Ask them what specifically felt unproductive. Was the IDS® block focused on the wrong issues? Did we let someone dominate the discussion? Did we fail to follow the agenda? Force them to articulate the problem.

If they still refuse to share in the group setting, the Integrator must address it in a private conversation after the meeting. Remind the leader that their seat on the team requires them to enter danger and speak their mind. By refusing to let vague, low scores slide, you build a culture of constructive feedback that keeps your weekly pulse running at a high level.