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7 Employee Pulse Survey FAQs

Pulse surveys are the revolution to quicker and faster data at your fingertips. But how does the employee pulse survey work and what can it really do for you and your business?

Employee Pulse Survey
FAQ's on Employee Pulse Surveys

Pulse surveys are great for easy, comprehensive data on the go. Learn more about employee pulse surveys, choose the right pulse survey, and some features that arguably pose as a make or break when it comes to pulse surveys in the long term.

Find answers to every What, Why, How, Which, and When’s about pulsing.

Pulse Survey FAQs

1. What is an employee pulse?

Employee pulse is a short, frequent survey that measures a particular metric. In simple terms, it checks the organization’s health- thus, it is called ‘pulse.’

It replaces long format, complicated questions and is purposefully designed to gain insight weekly or monthly instead of the traditional annual surveys. Therefore it is an employee pulse if:

  • It is Short: They have 5-6 questions that are easy to complete.
  • Frequent: This mini-survey will pop up once or twice a month. Thus, it is more frequent than traditional yearly employee engagement surveys or feedback sessions.
  • Measures Metric: It usually aims to measure a quantifiable metric over a period of time. (e.g., measuring the effectiveness of the team in April).

2. How does employee pulse survey help?

  • Action: Employee pulse surveys provide insights that can benefit employee engagement, increase team building and improve the overall organizational climate. Thus, it seeps into the roots of the company culture and helps strengthen it. Pulses assure data that allows actions with 10x returns.
  • Frequency: Pulses are your answer to capture an employee’s mood as and when you want. This helps combat the recency effect by capturing the mood of employees whenever required rather than the bi-yearly regular engagement surveys.
  • Metric: Pulses are an effective way to measure specific necessary measures, which as Team Building, Leadership, Organizational climate, or asking fun ad-hoc questions such as ‘what do you think should be the company theme song?’ or ‘If you could get a new skill in 10 minutes, what would it be?’ to boost conversations. Employee Pulse should be the beginning of conversations, not the end of them. Each metric is crafted to be measurable and trackable to understand organizational trends. This can be a big win for effective strategy building and planning.

Pulsing → Evaluation → Actionable metrics → Changes → Feedback.

  • Engagement: Employee pulsing helps increase engagement by boosting overall productivity, well-being, and mood. Moreover, Employee pulse can help managers check-in employee moods, attitudes and set up 1:1 meetings when needed. Use employee engagement apps and tools to create a positive office culture. How does this engagement help you? The equation is:

more engagement= more voluntary involvement= more productivity= better results.

  • Anonymity: Anonymity can be a compelling feature if wielded well. When you know someone has the power to make or break your career, you will avoid offending them. In that case, anonymous pulses can help capture honest answers without any disguise. But as a manager, it’s your responsibility to focus on the ‘what’ and not ‘who.’ What could work is simple- strong opinions, loosely held.
  • Scaling: One of the biggest pluses of Employee pulses is its flexibility in scaling. Instead of an inelastic, long traditional survey, pulses are short and allows you the liberty to choose your own scale. EngageWith allows 4 types of Scaling- Binary (Yes/No), Rating (1-10, Likert scale), MCQ’s or Open text. Thus, managers are allowed customization and in-depth insights from responses.

No matter how well designed, an organization is only as good as the people who live and breathe in it. To win in the marketplace, you must win at the workplace. Employee Pulse is a step towards it.

Read More: How to Set up Remote Employee Pulse Surveys [55 Employee Survey Questions + Free Template]

3. Can employee pulse surveys replace traditional engagement surveys?

Not particularly-Employee Pulse surveys don’t replace traditional engagement surveys but instead help gain data on a real-time, regular basis rather than a once-in-a-year way. Thus, they act as validation to the primary employee engagement survey.

Typically, pulse helps fix conflicts, boost engagement, and their higher response rate helps keep a check on the organization’s pulse and assists managers, and HR build effective strategies.

4. What is the response rate that I can expect?

One of the most significant advantages Employee Pulses gives is its response rate. In addition, it arguably has a better response rate than a traditional survey because of its shorter format and customization.

This allows managers and HR to capture real-time data and better insight into training, initiatives, culture, and the overall process.

5. How frequently do I send the pulse survey?

We recommend sending pulse every 2 weeks to track data and gain real-time results. Thus, in a month, the team would have results on at least two metrics or initiatives.

This can help the organization implement the necessary changes or bring in training at the nascent stage to avoid any further conflicts and increase team building.

Additionally, its customizable features save the effort of personally DM’ing the team or the entire company for any suggestions/ views or feedback when it comes to remote working.

EngageWith allows more data in less time as employee pulse are individually received by the whole company or team. Thus, the frequency is flexible according to your needs.

6. What response rates would be expected?

Typically, most pulse surveys enjoy a very high response rate of 90-100%. This depends on the situation, but to ensure a higher response rate:

Why the survey (objectives), what would be achieved (end goal), how the feedbacks/ responses would be used (process) should be mentioned clearly.

7. Is the pulse survey customizable?

Absolutely, a customizable pulse survey allows more flexibility in terms of the data. EngageWith allows questions to be picked from a library of pre-made, research-backed questionnaires.

It also has an ad-hoc questionnaire for fun, playful questions about the organization. Furthermore, it also allows customization, which is allowable without additional costs or setup.

Make or Break Features in Employee Pulse Surveys

Anonymous or Non- Anonymous

Ideally, the product should have both features. However, the feature of anonymity would be particularly great while collecting feedback on culture or any data of sensitive nature (e.g., responses on important metrics about Diversity/ Inclusivity or leadership are preferred to be anonymous).

If the pulse survey does not have an anonymity option, it could result in higher dropout rates, which would be an organizational loss.

Comprehensive, easy to read reports

Survey screens are easy, but if the nature of reports is too lengthy, technical, or complicated to asses, it would be chaotic.

EngageWith gives accessible, comprehensible data within minutes, which can be converted into different formats, so it’s easy to work with and share.

Security

When it comes to sensitive data, especially employee information, culture, feedback, etc., security and encryption are extremely essential.

While choosing the right survey for your organization, security and protecting information should be non-negotiable. EngageWith encrypts data using SCRUM_SHA_256. This ensures thorough data protection and integrity.

Interface

At a micro level, the interface may not seem like a make or break feature. But, if observed closely, a poor interface can reduce response rate and increase the time per survey.

For example, if a poor interface increases the time per survey from 2 minutes to 4 minutes, and the company deploys 2 surveys a month, it means a loss of 8 minutes. On the other hand, if the company has 100 employees, a 2-minute survey, and works for a week, it would mean 23 hours.

But, if they fill a 5-minute survey and work for a week, it would mean 58.3 hours. So the loss of time is almost 35 hours, which is approximately a loss of 1 and a half days.

Additional features

Additional features such as peer-to-peer recognition, 1 v 1 meetings, etc., can be a massive plus in the later data. EngageWith has Pulse surveys, Rewards and Recognition (shoutout and kudos, to recognize employees daily for their work, contribution, etc., and boost productivity and morale).

Additionally, EngageWith has been working on 1 v 1 meetings, OKR’s, 360 Reviews, etc. Thus, it’s an all-in-one package for the organization. 

Final Thoughts

Understanding your employees is the first step towards building authentic relationships. Instead of a complicated excel sheet, pulses let you take a picture and get a snapshot image of what engagement really looks like for the company.

It’s a revolution towards quicker, better engagement at your fingertips. So what matters is, are you ready for this revolution?

Anushka Vaishampayan

Yes, I study Psychology. No, I cannot read minds.

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