Employers can no longer afford to ignore the well-being of the most important asset to their organizations – their employees. 

In order to maintain a healthy team, organizations need to get into the practice of checking up on their employees’ workplace experience. One efficient and effective method of assessing the health of your people is by conducting employee pulse survey.

What is an employee pulse survey?

An employee pulse survey asks strategic questions designed to give employers a real-time and accurate snapshot of their employee’s views, attitudes, and pain points towards work. Through 5-10 brief and concise questions, employers can extract honest and valuable feedback from employees with ease.

The traditional annual employee engagement surveys model can be dull in approach, lengthy in duration, and overwhelming in information provided. As organizations know well, Much can change within a workforce during the span of six months to a year. Furthermore, it can take companies months to review the data collected and initiate an action plan.

On the other hand, employee pulse surveys are engaging, informal, and have higher participation and completion rates. Pulse surveys are conversational in tone, can be conducted on a more frequent basis, and facilitate continuous improvement throughout the organization.

The benefits of employee pulse surveys

There are several benefits of using employee pulse surveys to gather data on employee sentiment. Some of the benefits of this approach include:

  • Indicating the organization’s willingness to invest in their people
  • Encouraging open communication in a comfortable and supportive setting
  • Receiving higher response rates with concise questioning and convenience
  • Reacting to more topical subjects as they come up at work
  • Ensuring transparency and enabling discussion through shareable insights
  • Pinpointing issues before they escalate into problems
  • Narrowing down the timelines of results review and solutions implementation from months to weeks
  • Empowering HR managers to affect real change in their workplace
  • Empowering employees to have a voice in their workplace
  • Making employees feel valued in culture of improvement
  • Strengthening relations and trust amongst leadership, management, and staff

Through choosing to enable the real-time tracking of engagement and satisfaction levels, employers can be made aware of rising levels of dissatisfaction and disengagement. The findings derived from employee pulse surveys can lead to real-time impact through enacting preventative measures before presenteeism and turnover begin.

What to ask in an employee pulse survey 

When preparing what to ask of your employees, have a focus in mind of what insights you’re hoping to gain from their feedback and tailor the questions around their current work experience and future growth at your organization. 

Some effective guiding questions for employee pulse surveys include:

  • On a scale of 0 to 10, how would you rate your work-life balance?
  • How clear are our organization’s core values?
  • How do you see your opportunities for career growth at our organization?
  • How likely are you to recommend your company as a place to work to people you know?
  • What more could we be doing for you?

Over to you

When it comes to employee feedback, the more check-ins, the better. With employee pulse surveys, organizations can react more regularly and act more regularly, as well as track trends and observe improvements over time. Engagement can be measured every six months, every quarter, or even every week, as long as there is a framework of accountability for taking in those results, sharing the insights with your team, and enacting meaningful change.

As you are keeping a pulse on the employee experience provided by your organization, you are also allowing your people to have a role in shaping their workplace culture. This granting of agency is an impactful way of showing consideration and care for your people.

Related Posts