What are pulse surveys?
Pulse surveys can be thought of as short, informal, anonymous queries that are sent out to workers on a frequent basis in order to measure productivity, satisfaction, and common sources of disengagement. They are often based on the same model as the more familiar annual surveys, but pulse queries are distributed more frequently and are more concise, typically with about 1-10 questions.
These surveys can be particularly effective at tracking employee engagement and monitoring changes efficiently as they provide the metrics and data needed to chart progress and potentially get the go-ahead for new communications strategies. With just a few minutes, these quick check-ins give employees the opportunity to voice their opinion on a specific topic or initiative, the results of which can be analyzed by stakeholders and utilized to make informed decisions.
7 must-ask pulse survey questions to transform employee engagement
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Pulse survey pay-offs
Pulse surveys are one of the best ways to receive frequent, timely feedback from employees. Consequently, they can provide a host of benefits to an organization, particularly when it comes to evaluating employee engagement and devising effective communications strategies:
Create a feedback culture
Employees who participate in a dialogue with their employer are engaged workers. Thus, they are likely to feel more passionate about their day to day tasks, perform more efficiently, and provide better customer experience than their disconnected peers. Pulse surveys actively prompt workers to share their thoughts with stakeholders, which can help get employees in the habit of giving and receiving feedback.
Gauge employee satisfaction in real-time
Pulse surveys can provide real-time progress check-ins in a way that isn’t possible when relying solely on annual reviews. Instead of wasting months using a system that is not beneficial to employees, pulse surveys can reveal dissatisfaction and help stakeholders troubleshoot and update processes efficiently. Employers who are responsive to their workers’ needs and problem points are likely to benefit from a workforce that feels more connected to their organization and engaged in their day-to-day tasks
Track progress periodically
Regular check-ins also give leaders the opportunity to track progress, learn what is and is not resonating, and adjust their decisions accordingly. For example, if a worker voices dissatisfaction with management, regular pulse surveys can help stakeholders monitor how this relationship changes over time. This information can be analyzed in order to gain new insights into best-practice management techniques that can be utilized throughout the organization.
Encourage employees to focus
Pulse surveys can spotlight specific components of employee satisfaction, such as training and onboarding, personal wellness, or office upkeep. If an organization decides to launch an office-wide initiative, pulse surveys can be used to get workers to start concentrating on this component of their professional experience. A company interested in investing in employee wellness, for instance, might send out a series of short questionnaires to prompt workers to begin to evaluate their own habits and routines.
Encourage every team member to voice their opinions with the help of pulse surveys. Due to their concise design, workers may be more apt to respond to these check-ins versus longer form surveys. Pulse surveys can be particularly effective communications means for frontline staffers who may not have as many formalized opportunities to share their feedback. Surveys that can be accessed via mobile and completed within minutes are likely to yield the most widespread results.
Do you need advice on tackling employee disengagement?
Pulse surveys can be a valuable tool for stakeholders who are committed to improving employee engagement, but it's only a starting point. If you are interested in learning more about how to breathe life into your digital workplace, get in touch with one of our engagement experts today.