Turning Staff Survey Feedback into Meaningful Action
Closing a staff survey is a milestone. But it’s also the moment when expectations are at their highest.
Staff have taken the time to share their experiences. What happens next can either strengthen trust, or quietly undermine it.
Share 
Share 
Share 
In this guest blog, Michelle Gabriel, Head of HR and Executive Sponsor for the Flexible Working Ambassadors Programme at Capita Entrust People Solutions, shares practical, experience-led reflections on why timely, visible action planning really matters after a staff survey.
Drawing on her background as a former Director of People in a busy school trust central team (and a client of Edurio), Michelle explores how leaders can maintain momentum, avoid cynicism, and turn staff feedback into action that people genuinely believe in.
This blog is particularly relevant if you’ve recently closed a staff survey and are thinking about what comes next, but its lessons apply to anyone responsible for listening to, and acting on, staff voice.
👉 You can find out more about Michelle and the work of Capita Entrust People Solutions here:
The importance of timely action planning
By Michelle Gabriel, Head of HR – Capita Entrust People Solutions
As a former Director of People in a busy school trust central team, and a client of Edurio, I remember how hard it was to keep busy leaders engaged once a staff survey had closed.
I didn’t want follow-up actions to feel like just a People team priority. But with so many competing demands, it was inevitable that children came first.
I quickly realised that if we lost momentum after survey closure, staff goodwill could quickly turn into cynicism, something that would inevitably show up in falling response rates in future years.
After a staff experience survey closes, the real work begins.
It’s about converting what you’ve heard into a clear, time-bound action plan, created in collaboration with your headteachers, and keeping colleagues informed as you deliver it.
My tips for success
Prioritise what matters most
Focus on the most material themes. Clearly name owners and set milestones so progress doesn’t stall.
Be clear and honest in your communication
Share simple updates such as “You said, we’re doing…” or “We’re not doing this because…”.
Regular feedback builds trust and shows you are serious about change. Silence erodes confidence.
Make action visible and repeatable
As you move from listening to doing, help staff see how their voice is shaping decisions and priorities.
Be realistic about cultural change
If your action plan includes cultural improvements, remember these can take years to embed but momentum still matters.
If you’d like support with turning staff feedback into meaningful, sustainable action, my team and I at Capita Entrust People Solutions can help with action planning and delivery to keep this vital engagement strategy on track.
“If we lose momentum once the survey closes, curiosity quickly becomes cynicism. Momentum matters — show the plan, show the progress, and keep showing up.”
Summary: just closed your staff survey?
What matters most now
- Momentum after survey closure
- Clear priorities and named owners
- Honest, regular communication with staff
- Making progress visible — even when change takes time
Getting this right builds trust. Getting it wrong risks cynicism.
How Edurio can help
At Edurio, we support schools and trusts to move confidently from listening to action.
Our action planning tools help you:
- Prioritise the themes that matter most
- Turn feedback into clear, time-bound actions
- Assign owners and track progress
- Communicate clearly with staff at every stage
So staff can see and trust that their voice leads to change.