The missing link after employee surveys: Visible, accountable follow-through

Running an employee survey is the easy part, right?

Okay, maybe that's open to debate, but for me the real challenge often comes afterwards: making sure the results lead to action!

Too often, I've seen surveys turn into a one-way exercise. Employees share really good honest feedback, leaders read the results, and then… silence. No visible follow-up at any level. No clear accountability. And before long, trust erodes.

That’s exactly where Teamgage steps in to make this as easy as possible for everyone.

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From insights to action

With Teamgage, survey results don’t just sit in a report. They’re linked directly to visible follow-up activity across every team and department.

Our Heatmap makes this clear. It gives HR and People & Culture leaders a real-time view of:

• Survey results in your key focus areas like values, strategy, risk and compliance
• How these latest results compare and benchmark against other results
• Each team’s main themes and sentiment using Teamgage Sidekick AI
• How often leaders are actually engaging with their results and sharing them with their teams
• The actions being created and completed in response

It’s a single screen that joins the dots between results, leader behaviour and team activity. You can even track how this connects to staff turnover within each team.

In fact, our research shows high-performing teams recorded 44.7% more actions than the average, and had up to 60% lower turnover.

That’s the power of follow-through.

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Conversations that build trust

Anonymous surveys build trust, but what happens when an idea deserves a thank you, or when a survey response needs more detail to move forward?

Teamgage Conversations solves this by allowing Team Leaders to follow up directly with the anonymous submitter in a secure, online chat.

That means employees feel heard, issues can be clarified, and ideas get traction.

But for HR leaders, there’s no need to be pulled into every single conversation. You get an overview of what’s happening, with the option to step in if needed.

Leaders at every level take responsibility, but you still keep visibility.

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Seeing actions across the organisation

The most powerful sign of accountability though is action happening at every level of your organisation. This is all about empowering teams to take fast, local action and make improvements closer to the source / where the work is done.

As Tony Tyler from the Department for Education SA explains:

“The true value comes from the actions. Leaders are prompted to look at their team results, add actions to improve outcomes and then revisit them, all in the same system. This really helps close the loop.”

Unlike the old way, where HR had to create every plan and response, you simply get visibility of what’s happening and step in only when needed.

So with Teamgage Actions, you can see at a glance:

• Which teams are creating actions
• What each action actually is
• What question areas those actions are linked to
• Who is responsible and how progress is tracking

If you notice a team missing from the list, or a key question area with little activity, you’ll know straight away.

Andreea Visanoiu from SEEK puts it best:

“It’s this kind of visibility that has meant we’ve been able to identify issues early and ensure action is targeted at the right areas.”

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Why this matters for HR leaders

You don’t have time to manage every survey response, conversation or action yourself. Nor should you.

With Teamgage, accountability is pushed to where it belongs; with the leaders and teams closest to the work. At the same time, you maintain visibility over what’s happening, what’s improving and where support is needed.

That’s the missing link after employee surveys: not just capturing insights, but proving that something is done with them.

With Teamgage, you can.

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