Clearer weekly priorities
The concern that prompted a response.
Kriqy Measure
Measure what changed after employee feedback.
See which actions were completed, where follow-through remains unclear, and what employee feedback can tell you about the outcome.
Outcome reviewWeekly priorities
Measure the feedback loop
How do you measure whether employee feedback actions worked?
Review the original concern, the completed response and any relevant follow-up employee feedback. Another survey adds information; measuring action effectiveness asks whether the response improved the experience it was meant to address. Consider other workplace changes before attributing a result to one action.
Use employee listening to check what still needs attention →Use the feedback-management metrics guide to distinguish action completion from improvement in employee experience.
Measure the whole loop—not one isolated score.
Review what was done, what employee feedback can establish and what still needs a response.
Original concern
“We need clearer weekly priorities across teams.”
Keep the concern in view when reviewing the response.
Completed action
Weekly priorities implemented.
- Owner
- Maya Chen
- Completed
- 12 September
- Supporting record
- Weekly priorities update
Outcome question
Are priorities clearer for employees?
A completed action records the response. It does not establish that the experience improved.
What the evidence tells us
- Recorded
- Weekly priorities update
- Still needed
- Follow-up employee feedback
- Outcome
- Not yet established
Attention needed
Check whether the concern returns.
Suggested review questions for HR, rather than automatic recommendations.
Before the next listening cycle
- Ask whether weekly priorities are clearer.
- Review concerns that remain unresolved.
- Check whether employees received an update.
See actions alongside outcomes
The complete loop adds context.
Review what employees said, what the organization did and what follow-up feedback can tell you about the outcome.
Weekly priorities implemented.
The update records what was done.
Improvement still needs evidence.
Follow-up feedback is needed to assess whether priorities feel clearer.
Review completed work alongside subsequent employee feedback. A change in feedback does not, by itself, establish that one action caused it.
Questions for leadership
See what changed, what returned and where follow-through stopped.
Use these questions to review follow-through and decide what needs attention next.
What was completed?
Review agreed actions, owners and completion records before assessing outcomes.
What still needs a response?
Look for concerns without an agreed response, including decisions that need an explanation.
What do employees say now?
Use follow-up feedback to understand the experience after the response.
Did the response address the concern?
Review whether follow-up feedback suggests the original concern was addressed, alongside supporting evidence and other workplace changes.
Has the same concern returned?
Revisit issues raised again after an action was marked complete.
Was the outcome explained?
Check whether employees were told what changed, what remains open or why a change was not made.
Frequently asked questions about Kriqy Measure
What does Kriqy Measure help HR teams understand?
Kriqy Measure helps HR teams review what happened after employee feedback was collected, including actions taken, evidence of follow-through and areas that may need further attention.
How do you measure whether employee feedback led to improvement?
Start by reviewing the original concern, the action taken and any relevant follow-up feedback. Completing an action shows progress, but employee feedback is needed to assess whether the workplace experience improved.
What is the difference between action completion and employee feedback outcomes?
Action completion tells you whether a planned response was carried out. An employee feedback outcome helps you understand whether that response addressed the original concern.
Can completed actions be measured without follow-up feedback?
You can review whether an action was completed, but completion alone cannot establish that employees experienced an improvement. Follow-up listening provides additional context.
How does Measure help identify unresolved employee concerns?
By reviewing completed actions alongside available employee feedback, HR teams can identify concerns that may still require attention or further investigation.
How does Measure inform the next employee listening cycle?
The review can help HR teams decide which concerns to revisit, what questions to ask next and where additional employee input would be valuable.
Ready to measure whether employees truly felt the change?
Bring an employee concern and its response to the demo. Explore how Measure helps review completed work alongside available follow-up feedback and identify what still needs attention.
Book a Demo