The Rise of Staff 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.
Get a Live Demo:
Call us on +61 2 9232 0172 to discuss your Employee Pulse Survey needs, and for a free, no-obligation online demo. Alternatively, please click on “Get a Live Demo” below:
Fully branded surveys to match your corporate look and feel, with the option to utilise the PeoplePulse logo to reinforce the involvement of an independent 3rd party.
Insightful charts and graphs that clearly depict
the key engagement drivers.
Pulse Survey – Ideas and Best Practices:
- Get everyone onboard: it’s important that everyone, from the CEO, to management, to your employees, understand the importance and benefits (for them!) of a Pulse Survey. It’s important that management is invested as they have the ability to make positive changes – which benefits employees as well as the organisation as a whole.
- Call the experts: Work with a Survey Expert to develop the right questions and ensure your survey results provide actionable insights that align with your original goals. Using a third-party company such as PeoplePulse to run your Pulse Surveys, and communicating this to your employees, can also assist in gathering more open feedback.
- Communicate: Before introducing a regular Pulse Survey, it’s highly recommended that you prepare your employees via Pre-Survey Communications. This is to try and get everyone onboard with why they’ll be receiving the survey, helping boost open participation from the outset.
- Identify: Identify in advance whether the majority of your workforce will be at a Desktop PC, or on a Mobile Device. ‘PeoplePulse Mobile Surveys’ are a perfect solution as they automatically detect the respondent’s device and serve the Desktop/Mobile friendly version of the survey as appropriate, with the option of using Email and/or SMS invites.
- Reassure: To aid with gathering more honest answers, provide anonymity and, importantly, communicate this fact to your employees. Work with a Survey Expert to implement tried-and-tested messaging in survey invites and on the survey Introduction screen.
- Share the results: a culture of open communication and transparency improves engagement with the survey process, and in general. PeoplePulse’s Reporting Suite gives you the power to choose how much is shared with each employee group, from high-level trend reports by theme, to highly granular comparative reports.
- Follow-up: there’s nothing worse than being asked to give feedback and not knowing what, if anything, is being done with it. Schedule a follow-up communication, perhaps a thankyou and some aspect of the survey results themselves. Importantly, let your employees know what improvements are being made based on their feedback: that’s how they’ll know it matters!
What you receive:
Why Choose PeoplePulse?
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.
Trusted by over 1,000 organisations since 2003: