You don’t need a psychic to figure out what employees want out of town halls. The answers are all there in the survey results: You just need to analyze the data so you can make the changes that matter.

Here is some typical town hall feedback and examples of how you can use it to make your next town hall much better.

What employees say How you should respond
I’m really tired of PowerPoint. Most people can only take 10 to 15 minutes of bullet points and charts before they start zoning out. To keep things interesting, try breaking up the presentation with a video. But be sure to choose one that is meaningful to participants, such as an employee success story or team achievement.
They’​re too scripted. Leaders who use too much Corporate Speak and jargon are often perceived as stiff and unapproachable. Encourage leaders to tell a personal story or a joke to lighten things up. This approach builds trust and makes participants feel comfortable expressing ideas or asking questions.
There’​s not enough time for Q&A. Today’s town halls should be all about open dialogue. Instead of having your CEO talk for an hour, break this convention by devoting at least 30 minutes to Q&A. Participants will appreciate the opportunity to be heard.
It was way too long—I have work to do. It’s important to respect employees’ time by wrapping up town halls on time. If you feel more follow-up discussion is necessary, continue the conversation through a CEO blog or smaller, face-to-face sessions. This will give people a chance to share or learn more when they have time.
I don’​t feel involved watching a webinar. Virtual town halls sometimes fall into the trap of becoming too “one way,” with remote participants feeling left out. Change the dynamic by adding instant messaging or a whiteboard to your web meeting that allows participants to ask questions, make comments and share ideas.