You Said, We Did
A dated employee-listening update showing what colleagues said, which actions are done, what remains unresolved, who owns the response, and when the next update is due.
Every employee gets a seat — priced per employee in Communications & Intranet, quoted with this template ready.
Rolled out to every employee at AutoZone (125,000), PetSmart (50,000+), A.S. Watson and Raley's (20,000) — and at larger retailers we are not permitted to name.
Built for: Logistics and distribution · Manufacturing · Facilities and field services
Overview
You Said, We Did is a one-page announcement template for closing the loop after an employee listening exercise. Its fictional Northstar Services example follows a March 2026 exercise involving colleagues across nine sites, then shows feedback themes, actions taken, work still open, the responsible roles and a dated next update. A timeline leads from listening through decisions and pilots; sample figures add context, while paired cards distinguish what changed from what has not been resolved. The page also explains ownership and where employees can send corrections or local context.
Use this format when employees need a visible, accessible account of how feedback is being handled, especially when actions are phased, piloted or dependent on local discussion. Replace the illustrative figures, quotation, dates, themes and roles with confirmed information before publishing. Keep status wording precise: the example makes clear that schedule changes are posted with a reason but that no minimum notice period has been agreed, and that the handover note remains limited to two pilot teams. Those qualifications help employees understand the difference between a completed step and a broader unresolved issue.
This is not a survey, a confidential case-management channel, a formal grievance procedure or a live action tracker. Do not use it to publish identifiable or sensitive employee comments, or to imply that a policy or process has been approved when it has not. Treat the page as the authoritative progress update, link to existing approved resources where your site supports them, and keep its owner, correction route and next review date current.
Standards & compliance context
- Treat the page as an employee communication record, not as a substitute for formal grievance, consultation, safety-reporting or other required processes.
- Review feedback excerpts and participation data for privacy and re-identification risks before publishing, especially for small sites or shifts.
- Use a clear heading hierarchy, keyboard-operable links and meaningful image alternative text in line with WCAG 2.1 AA accessibility practices.
- Confirm that any claims about employment practices, schedule changes or local requirements have been checked against applicable organizational policy and law.
General regulatory context for orientation only — verify current requirements with counsel or the relevant agency before relying on this template for compliance.
What's inside this template
You said shift handovers were uneven. Here is what we did.
This dated introduction establishes the fictional listening exercise, its reach and the next promised update before readers review the details.
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As of 15 June 2026. This sample page follows Northstar Services, a fictional organization, after its March listening exercise. 412 colleagues at all 9 sites took part, in the survey and in 14 site sessions, not only at head office. Below: what we heard, the actions taken, what still needs more work, and when to expect the next update ( 14 September 2026 ). Each entry is marked Done , In progress or Not yet resolved .
From feedback to action
The timeline shows how feedback moved from collection to completed steps, current discussions and the next reporting date.
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You said: handovers depend on who you follow Colleagues described notes that arrive in different formats, in different places, and sometimes not at all. One night-shift comment: "We find out about a stuck dock door at 10 pm, after the day team has gone home." The survey and 14 site sessions closed on 27 March. 2–27 March 2026 Done: themes shared back with site leads Employee Experience grouped the comments into three themes: handover gaps, late schedule-change notices, and unclear local decision-makers. Site leads chose handovers as the first priority, since it was the most common theme. 9 April 2026 Done: shared handover note started in two teams Dispatch Planning and Customer Support Tier 1 began using one handover note with four fields: open issues, commitments due next shift, equipment status, and who to contact. The outgoing lead completes it before the last 15 minutes of the shift. The incoming lead replies "received" in the team channel. 4 May 2026 Done: schedule changes posted with a reason Team leaders now post each approved schedule change in the team channel on the day it is approved, with a one-line reason. This answers the second theme in part. It does not set a minimum notice period. 1 June 2026 In progress: site discussions on local routines Three sites with short or no shift overlap are discussing how the note could work for them. Sessions run 22 June to 17 July. No decision has been made about extending the note to other teams. 15 June 2026 Next update We will report what the two pilot teams found, what the three sites decided, and whether the decision-maker question (the third theme) has a first action. 14 September 2026
What we heard, in sample numbers
These explicitly illustrative figures give context to the themes while clarifying that respondents could mention more than one issue.
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Illustrative sample figures written for this example, not live results. Collection period: 2–27 March 2026. 1,180 colleagues invited. A response could name more than one theme, so the theme counts do not add up to 412. 35% of the 1,180 colleagues invited, across 9 sites Responses received 412 41% of the 412 responses Mentioned handover gaps 169 27% of the 412 responses Mentioned late schedule-change notices 111 18% of the 412 responses Mentioned unclear local decision-makers 74
What changed, and what is still open
The paired summaries separate observable changes from unresolved constraints so readers do not mistake a pilot or partial response for a final decision.
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Take the stuck dock door. The new note gives it a place in the "equipment status" field. The shift that sees the problem can pass it on without relying on a phone call. What changed In the two pilot teams, shift-to-shift information now follows one format. The handover note has four fields: open issues, commitments due next shift, equipment status and who to contact. The outgoing lead completes the note before the last 15 minutes of the shift. The incoming lead replies "received" in the team channel, so the sender knows it was read. Schedule changes are posted in the team channel the day they are approved, with a reason. What still needs work, and why One format does not fit every site yet, so the note has not been extended beyond the two pilot teams. Three sites have little or no overlap between shifts, so there is no time to hand over in person or read a note together. Some sites keep their own paper logs. Whether the note replaces, adds to or links to them is undecided. Schedule changes are posted with a reason, but no minimum notice period has been agreed. The decision-maker theme has no action yet. Site discussions run 22 June to 17 July.
Why we are testing before standardizing
The sample statement explains the rationale for learning across different site routines before presenting a shared approach as a standard.
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Illustrative statement written for this sample page, not a real quotation A good handover should not depend on which colleague you happen to follow. Two teams are trying one note format first. We would rather get it right at each site than announce a standard that does not fit your shift. Fictional example: Vice President, Operations
Who owns this, and where corrections go
This section identifies the page owner and directs local context and day-to-day questions to the appropriate roles.
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Owns this page and the response. Send corrections or missing context here; the team reviews the page before each update date and whenever an action changes status. Employee Experience team Employee Experience Each site has one. They bring local routines to the site discussions, so ask yours to raise anything this page misses about your shift or location. Site listening contributor Local site For day-to-day questions about the handover note or posted schedule changes in your own team. Your team leader Operations
How to use this template
- Replace the fictional listening dates, audience, participation details, themes and sample figures with verified results, stating the collection period and how responses were counted.
- Assign a named role or team to own the page, verify status changes, receive corrections and review the content before each promised update.
- Order the timeline from the listening period through completed actions and current discussions, then add a specific next-update date and the questions that update will answer.
- For each theme, describe the action and its status in observable terms, preserving limitations such as pilot scope, unresolved local differences or decisions not yet made.
- Review the page for privacy, accuracy and accessibility, including removing identifying comments and supplying meaningful alternative text for the image.
- Publish the announcement in the appropriate intranet location, tell employees how to raise corrections through the confirmed route, and update the page when an action changes or the next date arrives.
Best practices
- Label all sample figures, quotations and fictional organization details clearly until they are replaced with verified organizational information.
- State the listening period, invited audience, participation channels and counting method so readers can interpret response totals and overlapping themes.
- Use consistent status labels and explain what each action means in practice, rather than marking an initiative done when only a pilot has started.
- Show the action owner by role and give employees a real, monitored route for corrections or missing local context.
- Keep the next-update date visible and report a revised date promptly if the original commitment cannot be met.
- Separate completed changes from open questions, and explain the operational reason an issue remains unresolved.
- Avoid publishing verbatim feedback that could identify a colleague, particularly in small teams or sites.
- Use descriptive headings, readable timeline text and useful image alternative text so employees can scan the page with assistive technology.
What this template typically catches
Issues teams running this template most often surface in practice:
Common use cases
Frequently asked questions
What does the You Said, We Did page include?
It connects employee feedback to a dated sequence of actions and decisions. The example distinguishes what is done, in progress and not yet resolved, and explains what remains open. It also includes sample listening figures, an owner and correction route, and a promised next-update date.
Is this template suitable for every kind of employee feedback?
It fits a listening exercise where employees need to see what was heard and what happened next. The example follows shift handovers, schedule-change notices and unclear local decision-making across multiple sites. For sensitive individual complaints or case-specific concerns, use the appropriate confidential reporting or service process instead of publishing identifying details on a broad announcement page.
How often should we update the page?
Choose a dated update cadence that matches the actions and tell employees when the next update will appear. The sample page is dated 15 June 2026 and names 14 September 2026 as the next update, while also calling for review whenever an action changes status. If a promised date must change, update the page and explain the revised timing.
Who should own the page and the response?
Assign one team to maintain the page, verify action statuses and handle corrections; the example names Employee Experience. Identify the people who can provide local context, such as site listening contributors, and direct day-to-day process questions to the relevant team leader. Confirm these roles and routes before publishing rather than copying the fictional sample contacts as real details.
Does the template demonstrate regulatory compliance?
No. It is an employee communication example, not a legal compliance checklist or a substitute for a required consultation, safety report or formal grievance process. Check applicable employment, privacy and records requirements before publishing feedback or response data. Make the page usable with keyboard navigation, meaningful headings and accessible text alternatives for images, consistent with WCAG 2.1 AA practices.
What pitfalls does this page help prevent?
Its dated timeline and explicit status labels help avoid an undated promise or an update that implies every issue is resolved. The sample also explains why theme counts do not add up to total responses and marks its figures and quotation as illustrative. Do not present sample numbers, fictional statements or proposed actions as verified organizational facts.
What should we customize before publishing?
Replace the fictional organization, dates, listening methods, figures, feedback themes, actions, roles and correction route with confirmed information. Preserve distinctions between completed work, partial progress and unresolved decisions, including the reason an action is still open. Remove any sample claim that cannot be substantiated and set a realistic next-update date.
Does this page connect to a survey or action-tracking system?
The example contains authored timeline entries and illustrative static figures; it does not show a live survey feed or action-tracking integration. If you add links or connected blocks in your intranet, configure them using your platform's supported source and verify that readers can access the destination. Do not imply that a status changes automatically unless a real connection is configured.
How is this better than sending an ad hoc email update?
A single dated page keeps the feedback, action history, unresolved work and next update together for employees to revisit. The timeline makes changes easier to scan, while the owner and correction route give readers a clear way to flag missing context. An email can announce the page, but avoid creating a competing copy of the full status record.
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Rolled out to every employee at AutoZone (125,000), PetSmart (50,000+), A.S. Watson and Raley's (20,000) — and at larger retailers we are not permitted to name.
