> For the complete documentation index, see [llms.txt](https://docs.talentmap.com/knowledge-base/llms.txt). Markdown versions of documentation pages are available by appending `.md` to page URLs; this page is available as [Markdown](https://docs.talentmap.com/knowledge-base/managers-and-leaders/talk-with-your-team/communicating-results/responding-to-feedback-you-cant-act-on.md).

# Responding to Feedback You Can't Act On

Some survey feedback asks for things your organization can't change, such as a pay increase that needs outside approval or a return-to-office decision. Say so plainly. Staff are adults, and most appreciate an honest answer, even when it isn't the one they wanted.

***

## What to say

* **Acknowledge it.** Tell staff you heard it. Don't leave it out because there's no fix.
* **Say where your influence stops.** Put the issue in front of people and explain what is and isn't in your control.
* **Explain why.** Give the reason, for example the cost, a decision made outside your organization, or how your pay compares with similar employers.
* **Pair it with what you are changing.** Talk about what you're doing as well as what you can't do.
* **Keep explaining between surveys.** In each update, remind staff what you did, and why some requests didn't go ahead.

{% hint style="warning" %}
**Silence reads as "too bad."** When an issue drops out of your updates, staff may decide you ignored it. People who see no change often score lower on whether leaders act on the survey.
{% endhint %}

<details>

<summary>Template: what we can't change</summary>

**What we heard that we can't change right now**

You told us \[issue]. We hear you. \[The reason, for example: pay increases need approval from \[body], and that approval isn't in place this year.] What we can do is \[a related step within your control, if there is one]. We'll keep you updated.

</details>

***

## Before your next survey

If you already know some topics are outside your control, tell staff before the survey opens, so they know which ones before they answer.

***

## Related Articles

* [Communicating Results](/knowledge-base/managers-and-leaders/talk-with-your-team/communicating-results.md)
* [Results Communication Templates](/knowledge-base/managers-and-leaders/talk-with-your-team/communicating-results/results-communication-templates.md)
* [Sharing Results](/knowledge-base/managers-and-leaders/read-your-results/sharing-results.md)


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