Employee Pulse Surveys

The Rise of Employee Pulsing:

Research overwhelmingly shows that organisations with higher employee engagement have higher productivity¹ and profitability.² Engaged employees are also less likely to leave,³ with the higher retention rates translating into financial savings,⁴ and the overall employee well-being driving better business outcomes.⁵

Of growing popularity is a series of shorter Pulse Surveys to ensure you don’t miss a beat and to complement any Annual or Bi-Annual Engagement Survey you might be running. With the proven cultural and financial benefits of a highly engaged workforce, it’s crucial to have your finger on the pulse of the sentiment within your organisation all throughout the year.

What is a Pulse Survey?

A Pulse Survey is a quick, regular check-in with your employees. Just like Engagement Surveys, Pulse Surveys provide insights into employee engagement and help highlight opportunities for improvement by measuring topics such as satisfaction, job role, relationships, remuneration and benefits, and work environment.

Engagement vs Pulse Surveys – what’s the difference?

Pulse surveys are:

• much shorter – they’re quick to complete and to the point. Often no more than 10 questions.
• conducted on a more regular basis: e.g. monthly or quarterly.
• useful for focussing on a limited, targeted set of questions relating to current objectives.

Pulse Surveys are also a great technique for evaluating the response to any major organisational change in order to highlight successes and any concerns.

What are the benefits of a Pulse Survey?

Strike while the iron is hot: While Annual Engagement Surveys provide detailed insights, so much can happen in between, and waiting 12 months to find out can be risky. That’s why organisations are adding Pulse Surveys to their arsenal: to stay on top of trends and keep a finger on the pulse of emerging issues – and opportunities – before it’s too late to act.

Boost engagement: Pulse Surveys are an easy and effective way to nurture a ‘culture of asking’ which itself can improve employee engagement. The higher frequency reminds employees regularly that their feedback is valued – that their opinions count, and provides an opportunity to communicate current goals.

In addition, Pulse Surveys:

• have faster feedback cycles – making them a perfect complement to more detailed annual surveys by giving you near instant insight into whether projects aimed at improving engagement are working.
• provide a more granular measure of improvement over time; rather than comparing feedback over years, you can see it rise or fall via monthly / quarterly increments.
• can be used to check in with a particular employee group, e.g. location or function, especially after any major changes.
• are faster to complete.
• often have higher completion rates.
• can be used as a powerful employee relation tool, providing an opportunity to increase awareness among employees about current goals.

 Pulse Survey – Ideas and Best Practices:

Trusted by over 1,000 organisations since we were established in 2003, PeoplePulse combines the very best in online survey software & reporting with your own Project & Account Manager – with you every step of the way. Survey reporting experts from our Insights Division can even prepare, present and workshop your results for you, so you can free up your time to focus on implementing the insights you’ll gain.