When employees work remotely, it’s hard to know how employees are feeling. The lack of communication and clarity can slow down progress and the risk of getting disconnected employees is real.
By conducting Remote Employee Pulse Surveys regularly, managers and HR professionals can determine how engaged, aligned, and motivated employees are. It will help you to make better decisions.
At Springworks, we regularly conduct remote employee pulse surveys to understand how our employees are feeling and coping. And today, we’re going to share our experience.
In this article, we’ll cover:
- What is a remote employee pulse survey?
- Benefits of remote employee pulse surveys?
- How do we set up a Remote Employee Pulse Survey (best practices)?
- Employee pulse survey questions for remote teams (Examples from our survey)
- What to do after getting pulse survey responses
- Free Template: Our Remote Employees Pulse Surveys
What Is a Remote Employee Pulse Survey?
A Remote Employee Pulse Survey is a short and quick survey (5 to 15 questions) that tracks how remote employees are feeling. It’s replacing the traditional long surveys that employees procrastinate to fill.
This pulse survey can focus on different aspects of remote work, such as communication, happiness, motivation, relationships, employee satisfaction, and engagement.
The survey results will help you to act quickly and make better decisions. Pulse surveys give Springworks frequent and timely feedback. It gives us the pulse of our company’s health.
Why conduct pulse surveys? In the next section, you’ll find the benefits of these pulse surveys. Let’s go:
Benefits of Remote Employee Pulse Surveys
We have conducted a number of remote employee pulse surveys and experienced some positive changes. Here are some benefits:
1. It Improves Employee Engagement
When we decided to go completely remotely, it was complicated to keep every employee and team engaged when working from home. They may feel disconnected from what’s going on in the company. But asking our team for feedback regularly increased employee engagement.
Employees suggest us some innovative ideas and share their feedback freely. We take action based on their feedback.
2. It Improves Our Company Culture
One of the biggest challenges was: How can we build and maintain a culture when our employees are working from home?
Pulse surveys help us to build and grow our company culture. As I mentioned above, we make decisions based on employees’ feedback and it helps us to make a healthy and positive remote work culture.
People mention our company culture in their Glassdoor review. Check out here.
3. It Has Higher Response Rate
Unlike traditional surveys, pulse surveys are short, simple, and quick to complete. It allows employees to give their honest feedback in a few minutes.
We receive feedback in real-time on the team’s health and take the right action. At Springworks, we follow this system: Survey > Response > Action.
4. It Encourages Open Communication
When you conduct pulse surveys frequently (and act), employees feel they’re an important part of the company. And it promotes a more open culture. And they will provide you insights, thoughts, challenges, and ideas that you cannot guess.
5. It Makes Employees Feel Valued
At Springworks, employees and managers share close relationships. They can share and discuss anything openly. Thanks to Pulse Surveys.
By sending the pulse surveys, employees feel like you want to listen to them and their opinion is important. It will improve their productivity, happiness, morale, and engagement.
Let’s move on to the next section.
Recommended Resource: HR Survey Templates
How Do We Set up a Remote Employee Pulse Survey (Best Practices)?
Here are some pulse survey best practices. At Springworks, we follow the OTQSTC formula.
Let’s talk about these elements:
Before creating a remote employee pulse survey, we define our objective first. We ask these two questions: Why we’re doing this survey and what it is that we’re looking to learn.
Before typing your questions, pick a theme or area of focus, and stick to it. Perhaps it’s to determine their level of engagement and connection while working from home, or even their readiness to return to the office.
With pulse surveys, you can quickly push out and collect data due to their short nature that centers around one main theme.
Now it’s time to create and find the right questions. Think about mixing the different styles of questions. It will make your survey interesting and improve the response rate.
Consider these styles of questions:
- Multiple choice questions.
- Open-ended questions.
- 1-10 scale questions.
- Boolean questions (“Yes” or “No” response)
Make sure your survey is as simple as possible to answer. Use clear and friendly language. Choose a channel or platform they already know well, such as JotForm Survey Maker, Google Form, or Typeform.
The main reason why remote employee pulse surveys work is that they are short and quick to answer.
Studies have found that employees are much more likely to fill out shorter surveys that require a small time commitment on their side.
Just focus on what is currently most important for remote teams and create your survey around that.
It’s important that you communicate with your employees and clearly explained your idea to them. Communicate the purpose of your survey with your workforce – Why they should participate and what’s in it for them.
Employee Pulse Survey Question Types (Examples from Our Survey)
Survey Theme for Example: Checking in with your remote teams
Multiple choice questions:
“Since the time we went on a mandatory WFH, did you miss coming to the office?”
“Now that we have been working from home, what are your thoughts on WFH?”
Purpose: This will tell you whether your employees enjoy working from home or miss coming to the office.
1-10 scale questions:
“How has your productivity changed since we started WFH? (On a scale of 1 to 10)”
“Do you think your workload has increased or decreased since we went to mandatory WFH?”
Purpose: This will allow you to check whether employees feel stress or productive. Their working hours may be too long or the working culture too demanding.
“Are there any challenges to your productivity when you’re working from home?”
“If we had to offer a perk, what would you prefer?”
Purpose: This will tell you whether your employees are productive in their job and what they need to do your job more effectively.
“Are you satisfied with the activities being done to bring the team together?”
“If we do a mental wellbeing webinar + a program by a professional organization, would you be interested to participate?”
Purpose: It will tell you if your employees are enjoying fun and personal development activities or not.
What to Do After Getting Pulse Survey Responses
Here are two actions that we take after getting pulse survey responses:
Act on answers: After collecting data, we analyze it and act accordingly. If you take no action, it will fuel distrust and discontent among your employees. Why would your employees take the time to respond to surveys if they didn’t notice any real changes?
Share the results: If the data is not confidential, it’s a great idea to share the results with the organization and your audience.
Our Remote Employees Pulse Survey Template for Free
Copy this template to your Google Drive and customize it for your own organization. Reuse the template immediately for your next Remote Employee Pulse Survey.
Employee Survey Questions
Asking the right questions can help you break through issues and better support your team. Here are 55 great employee survey questions that you can use in your next pulse survey.
1. What’s your favorite part about working remotely?
2. What’s most challenging for you in your daily work routine?
3. What’s your home office setup like for working?
4. What’s one thing we could get for you that would make your remote work easier or better?
5. Do you think you can fully disconnect at the end of the day or when you’re on vacation? What helps you do so?
6. In the past two months, have you interviewed for another job? (Yes/No) If you did, please explain why.
7. Did we help you to accomplish any of your career goals in the last six months? If so, please write them down.
8. Would you like to learn any additional skills? If yes, please name at least three skills and explain why they’re important for your career.
9. On a scale of 1 to 10, how challenged are you on a daily basis at work?
10. On a scale of 1 to 10, how would you rate your work-life balance?
11. Do you think our organization supports you in your professional development? Please explain why?
12. Do you feel like you’re progressing professionally at this organization? Please explain what moving you forward or holding you back.
13. I am satisfied that I have the opportunity to apply my talents and expertise:
A. Strongly Disagree
D. Strongly Agree
14. Are you pleased with the career advancement opportunities available to you?
15. Are you happy with your current duties and responsibilities? Or would you like to change?
16. If you were to leave this organization today, what would the reasons be?
17. How motivated are you to see the company growth? (on a scale of 1 to 10)
18. How transparent are we when it comes to the company’s performance? (on a scale of 1 to 10)
19. Name one (or more) activities or practices you’d like to see us continue doing here?
20. Are you proud to work here? (Yes/No) and why?
21. Are you satisfied with the company culture? (Yes/No) and why?
22. What would make this company a better place to work?
23. Would you recommend your friend to work here?
24. Do you feel like your voice is heard at this company? (Yes/No)
25. What else can we do to improve our company culture?
26. How well do you feel you know your coworkers? (on a scale of 1 to 10)
27. Do you feel supported by the team so that you could go to anyone asking them for help? (Yes/No)
28. When you had a doubt, how quickly were you able to get a hold of a person to clarify?
- Less than 5 minutes
- 5 to 15 min
- 15 to 30 min
- More than 30 Min
29. Are you satisfied with the activities being done to bring the team together? Do you have any other ideas?
30. How has your feeling of being part of a company/team changed over the last few months? What makes you feel connected/disconnected?
31. On a scale of 1 to 10, how good is your manager at recognizing your contributions at work?
32. Do you think your manager cares about you as a person? (Yes/No) and Why?
33. Does your manager effectively communicate the information you need to understand a particular task/project?
34. Is your manager responsive to your ideas, requests, and suggestions?
35. Does your manager have the expertise and ability to help you and your team succeed? Please explain.
36. On a scale of 1 to 10, how much respect do your coworkers show with each other?
37. On a scale of 1 to 10, rate your onboarding experience. Please explain.
38. Do you have the resources/tools you need to do your job efficiently?
39. My organization has a safe work environment:
A. Strongly Disagree
D. Strongly Agree
40. What do you think is the organization’s biggest strength?
41. Are you happy with your compensations and benefits? (Yes/No) and Why?
42. Do you look forward to coming to work each morning?
43. On a scale of 1-10 how happy and satisfied are you with the organization?
44. Does company take care of your wellness?
45. Do you feel a sense of accomplishment from what you do?
Diversity and Inclusion
46. Do you feel that you can voice an opposing view or argument without fear?
47. I am comfortable talking about my background and cultural experiences with my colleagues. (on a scale of 1 to 10)
48. Organization publicly communicates information about its diversity goals. (on a scale of 1 to 10)
49. Our organization is committed to diversity and inclusion:
A. Strongly Disagree
D. Strongly Agree
50. Racial, ethnic, and gender-based jokes are not tolerated at this firm. (on a scale of 1 to 10)
51. How do you prefer to receive feedback?
52. Do you feel you’re getting enough feedback? Why/why not?
53. What’s an area of your work you want to improve?
54. How many hours a day do you feel you’re productive? How could we help you be more productive?
55. Does your direct manager value your opinions?
Pulse Survey Checklist
You can use pulse surveys for a variety of situations and scenarios. With so many factors to consider, building the right survey isn’t always easy. This quick checklist will help you paint a clear picture for creating, executing, and following up on your next pulse survey.
- Identify the purpose of the survey
- Determine what information you need
- Ask yourself if you can collect this info without a survey
- Determine what you want to measure
- Decide how you will measure it
- Establish how the results will be used
- Choose your survey open date
- Choose your survey close date
- Determine your capacity to act on new feedback
- Take note of the last time you surveyed this audience
Construct Impactful Survey Questions
- My survey has 5-10 questions
- My questions are simple and void of jargon
- The tone of my questions is positive
- Each survey question is asking about something specific
- My responses align with my survey questions
- All participants involved will be able to respond
- Connect with senior leadership to create a plan
- Develop your key message or a brief description of the survey
- Have leaders and managers communicate that there is a survey coming and why
- Create an employee communication plan to share results, conclusions, and next steps
- Send an email (or another type of communication) to communicate the purpose of the survey to respondents
Survey Follow up
- Identify where you need to improve
- Source employee feedback regarding changes or decisions to be made
- Break up bigger initiatives into smaller steps
- Assign ownership of tasks
- Create a plan to check-in
- Evaluate current progress
Gathering this feedback isn’t always easy, but with this checklist in your back pocket, employees will feel like their opinion counts and that you care about their future in your organization
Pulse surveys tracks how remote employees are feeling. These surveys will help you to take better decisions and improve employee engagement.
We recommend keeping these surveys open for 5 business days. This shorter response window provides you with valuable, real-time insight.
Yes! It will empower managers to understand and help their teams.
Here’s a remote employee pulse survey template where you can find some employee engagement questions that you can include in your next surveys.
Here are some tips:
– Make it convenient for your employees to give feedback. Make surveys mobile friendly.
– All survey results should be completely anonymous
– Don’t include more than 15 questions.
– Give them around 3-5 days to fill the surveys.
Trivia (play virtual games and quizzes) and EngageWith (employee recognition and reward platform) will help you to improve engagement and build a strong remote team culture.
Staying connected and aligned with your remote teams is very important. Knowing how your employees are doing and ensuring people stay motivated and productive is very much doable. Remote Employee Pulse Surveys are great way to do that.
Do you conduct pulse surveys at your company? Or thinking about it? Please drop your views here.
Originally published July 14, 2020 12:23 PM, last updated June 01 2021