Microsoft will give Viva Glint administrators a powerful new lens into what happens after employee surveys close. The Action Taking Analysis Report, set for worldwide general availability on the web in October 2026, will track concrete post-survey behaviors—report views, completed Team Conversations, and Focus Areas created—in a filterable dashboard. For organizations that invest heavily in employee listening, the feature promises to answer a persistent question: Did managers actually engage with the feedback and translate it into action?

A New Window into Post-Survey Activity

Listed under Microsoft 365 Roadmap ID 498923, the Action Taking Analysis Report remains in development, with the most recent update on July 21, 2026. Microsoft says the report will surface “platform-activity measures” rather than sentiment data, focusing on how dashboard users interact with results and action-taking workflows. The named metrics include report views, completed Team Conversations, created Focus Areas, and other action-related events—all filterable within the Viva Glint interface.

This is fundamentally an adoption and process-analysis tool. It won’t tell you whether a manager’s Focus Area actually improved the employee experience, but it will reveal who opened their survey results, who held a structured conversation with the team, and who formalized a commitment to change. In large organizations where post-survey follow-through can vary wildly across divisions, that visibility alone could replace spreadsheets, manual trackers, and months of guesswork.

The report’s filterable design is its most critical promise. Administrators will be able to slice activity by organization, role, survey cycle, geography, or other attributes, turning a global average into actionable segmentation. Microsoft has not yet published the full filter schema, but if it supports typical Viva Glint attributes, HR teams could quickly answer questions like: Which eligible managers never viewed their results? Which business units complete Team Conversations but rarely create Focus Areas? Do senior leaders and frontline managers behave differently after receiving feedback?

Why This Matters for HR and Program Leaders

For the people who run employee listening programs, the Action Taking Analysis Report could close a gap that has vexed the industry for years. Survey response rates are easy to measure. What happens next—the dialogue, the prioritization, the visible commitments—often requires stitching together exports, manual outreach, and hopeful assumptions. A centralized, filterable report makes it possible to see the full action-taking funnel at a glance.

Imagine a cohort of 500 managers eligible to receive survey results. With this report, you could see that 92 percent viewed their reports, 68 percent completed a Team Conversation, and only 41 percent created a Focus Area. That drop-off immediately signals where the process breaks down, allowing you to deploy targeted coaching, communications, or technical support instead of sending blanket reminders that frustrate those who already did the work.

For governance, the benefits are equally clear. Enterprise programs often require executives to attest that feedback was heard and addressed. Rather than relying on anecdotal evidence, HR can now share adoption metrics alongside sentiment trends. The report also supports resource allocation: if a particular region or function consistently stalls at the conversation stage, you can investigate whether managers lack facilitation skills, time, or confidence—and then intervene appropriately.

Managers themselves may feel heightened accountability, but the feature’s intent is enablement, not surveillance. When properly communicated and paired with coaching, transparency can help well-intentioned managers get the support they need while reducing the noise for those already following through.

How We Got Here: The Long Road to Action Analytics

Viva Glint was designed to be more than a survey engine. Its value proposition has always centered on a repeatable loop: employees provide feedback, leaders interpret it, teams discuss it, and managers commit to Focus Areas. But the post-survey chapter has historically been the least measurable. Existing tools like the Focus Area Overview report provide data on Focus Areas themselves, while the Activity Audit Log serves security and compliance purposes—neither gives a holistic view of manager adoption across the entire workflow.

The Action Taking Analysis Report aims to fill that void. Microsoft created the roadmap entry on July 24, 2025, and has updated it periodically, with the current target of October 2026 for Worldwide Standard Multi-Tenant environments. Roadmap dates reflect planning, not guarantees, so organizations should treat this as a provisional target. But the year-long development timeline suggests that Microsoft is building a purpose-built analytics layer, not a quick dashboard extension.

The feature arrives as employee-listening platforms increasingly compete on follow-through, not just survey design. Vendors are expected to demonstrate that their tools drive manager behavior at scale. By connecting the dots between report views, conversations, and Focus Areas, Viva Glint strengthens its position as an end-to-end platform—but only if the report’s metrics are defined clearly and interpreted responsibly.

Your 8-Step Readiness Checklist

You don’t need to wait for the October rollout to prepare. The most impactful work is clarifying your internal operating model so that when the data arrives, you can use it constructively.

  1. Map your current post-survey workflow. Document exactly when and how managers receive results, how they are expected to discuss them, and when Focus Areas should be created or updated. This gives you a baseline for what the report should reflect.

  2. Inventory existing reports and manual trackers. Identify the spreadsheets, reminder lists, and ad hoc dashboards that the new report could replace. Understanding these will help you define success criteria and reduce duplication.

  3. Review Viva Glint user roles and permissions. Confirm that dashboard access, Team Summary, Team Conversations, and Focus Area capabilities are correctly assigned. A manager who cannot see results will never show up in the report’s view metrics.

  4. Validate confidentiality scenarios. Test how small teams, insufficient response counts, reorganizations, or phased access affect your current workflows. The new report must be interpreted in light of Viva Glint’s confidentiality thresholds—low activity may sometimes reflect privacy protections, not neglect.

  5. Define each metric operationally. Decide what “report view,” “completed Team Conversation,” and “created Focus Area” should mean in your governance model. For example, is a conversation complete only when the manager formally marks it so, or do you accept other evidence?

  6. Establish an escalation philosophy. Determine when missing activity should trigger a technical support ticket, a coaching session, a polite reminder, or leadership intervention. Not every gap demands the same response.

  7. Prepare manager communications. Explain what activity may become visible, why the organization is tracking it, and—crucially—how the information will and will not be used. Emphasize that the goal is to improve the employee experience, not to rank individuals.

  8. Pilot before enforcing targets. Once early data is available, validate denominators, exceptions, and data quality. Only then should you consider incorporating metrics into formal scorecards or leader conversations.

What Comes Next

The most important near-term development will be Microsoft’s detailed administrator documentation. Screenshots, filter specifications, calculation rules, export behavior, and permission requirements will determine whether this is a lightweight dashboard or a foundational analytical capability. Watch for answers to outstanding questions: What’s the complete list of activity metrics? Can data be exported or accessed via API? How does the report treat deleted or reassigned Focus Areas? How does it interact with survey cycle timing and confidentiality settings?

Customers should also monitor the roadmap entry for status changes. A shift from “in development” to “rolling out” would signal imminent availability, though Microsoft may release the feature gradually. Finally, the ultimate test will be field evidence: over successive survey cycles, do teams with strong action-taking metrics also show higher employee perceptions that their feedback matters? That connection—between system activity and genuine trust—remains the Holy Grail of employee listening, and this report will finally give organizations the data to start exploring it.