Can I amend the 'View Guide for Smaller Teams' automated message in Glint?

I don't want to see the generic text below, how do I change it? :

Results in the Glint platform are available to managers as soon as one day after the pulse closes. Managers with employees who participated in the survey are often eager to see results, as are the employees. Sometimes, however, due to minimum response thresholds set in the Glint platform to protect employee confidentiality during reporting, some views of the results reporting dashboard may not display data.

This guide will promote great feedback sessions with your team — even if some or all of the reports are not visible.

For managers who had fewer employees than the minimum threshold established by your company, participate in a survey:

If fewer employees than the established confidentiality threshold participated in a survey, the confidentiality threshold is not met and for that reason there will not be a results report. But because employees who did respond will still want to hear about results and have a chance to share insights and feedback, it’s best to have a plan.

The best approach is to ask your direct manager to share their team’s summary scores. Each team’s data rolls up into the next level, so the team below it will be represented in the manager’s report who is one level up. This summary may be visible in your direct manager’s ACT Conversation but it isn’t necessary to wait for that. Ask your manager to use the broader team’s results as a starting point for an ACT Conversation. This can happen easily by downloading the presentation kit through the prompt at the top of the Glint dashboard. If there is any sensitive information, like a heatmap with peer results, those slides can be removed.

Review the results from your manager, using the Small Team Manager Quick Guide to Interpretation and Conversation to help prepare for the conversation with your team.

Have your ACT Conversation around where the larger group's results do and do not reflect the smaller group's experience and what action can be taken in order to make necessary changes. The Quick Guide to Conversations at the end of the Small Team Manager Quick Guide to Interpretation and Conversation will be a helpful assist with this conversation.

For managers who have roll-up results, but not enough responses from direct reports:

Some leaders may have enough respondents in their overall hierarchy to generate a report, but not enough respondents who report to them directly. Let’s use this example: assuming a minimum threshold of 5 a leader with 4 direct reports, and each of those reports with 6 direct reports. For simplicity’s sake, let’s say this leader had 100% participation across the larger team. With 28 responses, a report will be generated and visible, but that leader will not be able to filter the report to see only her direct reports’ responses, since those totalled less than 5. In this case, the leader should still plan an ACT Conversation with their direct reports but plan to use the roll-up results. Throughout the Acknowledge part of the conversation, the leader can continually ask the team which of the results is most pertinent to them.

Ultimately, it’s about having meaningful conversations...

The goal of pulse feedback is to understand what most engages and inspires team(s) to be their best at work. Pulse scores are a starting point for a conversation that involves teams in identifying actions that can be taken to improve engagement. Even with just a few responses, or limited views of results, the available data can foster a rich conversation.

There is an argument to support the theory that managers of small teams are those who need survey results the least as they can easily and regularly connect with their team members to check how everyone is doing. It is possible that survey results would not provide managers of small teams new information. Keeping in mind that 5-10 data points is very small from a statistical standpoint, small teams are more susceptible to large swings up or down based on just one person coming into or leaving the team and so generating results from a moving population would not be accurate. With this information, the importance of having enough respondents to generate a report - using the report from a manager a level higher - can be seen as critical to understanding a small team’s engagement.