Are results retroactively adjusted for changes in team structure?

  • 6 May 2022
  • 1 reply

We have had some restructuring where teams have moved under a new manager.  Our assumption is that the prior manager will continue to have that team’s historical results in their dashboard, and the new manager will have that team’s results going-forward.  Is that true?  If so, is there any way to include those historical results in the new team’s dashboard so that we can truly understand trends for the current team structures and compare “apples-to-apples”?

1 reply


All survey responses are captured as a point in time and remain static in reporting, even as team structures change. There are a few ways we suggest correcting for these sort of changes that will inevitably happen. It is best practice to set a precedent for how you will manage this sort of movement on an ongoing basis. Many choose #3 as it is very burdensome for an admin to keep up with team change requests.

  1. Report Sharing – have the previous leader (or an HRBP) export the historical report for the team which moved to the new leader. The new leader can use a downloaded or shared report to do manual comparisons to see change over time. Better yet - have the old and new leader collaborate on reviewing results together and discussing past strengths/opportunities of the team!
  2. Custom Access – Grant the new leader custom access to the team under the old leader. This will permit the new leader to see a combined rollup of both teams with trend. We caution against custom access because it has to be manually maintained over time, and can sometimes grant more access to results than the new leader should see.
  3. Increased cadence of surveying – offer more frequent pulsing. The new manager can understand TEAM X were not part of his/her hierarchy at time of last cycle, but they will start to see trend when another cycle of feedback is collected.
  4. Retroactive Update – for a fee, Glint can manipulate old survey responses to move teams around. This should be avoided, as it can cause disruption to scores that have been seen by other leaders and introduce questions around the validity of the data. I wouldn’t proactively offer this as a solution. Survey responses are meant to be reflective of the manager they had at the time the survey was completed.

Hope this helps!