Benefits Of Adopting Employee Pulse Survey
Provide immediate insight to dissatisfaction and grievance redressal (in case of any)
When a company conducts engagement surveys on an annual basis, it only collects data once every 12 months. So there might be huge problem brewing for nine months, for example, and management might not find out until surveys are issued once more. Pulse surveys, on the other hand, are given more frequently. They provide immediate data the managers can use to improve specific areas of operations. Near real-time measurement of employee engagement and satisfaction
Help increase employee engagement
Pulse surveys increase employee engagement because they provide workers with a platform to voice their opinions. It encourages employee happiness and encourages communication and consecutively improves employee health. Pulse surveys act as a frequent reminder that the management values employee feedback which further increases employee engagement. One can find many similarities between Employee Engagement Surveys and Employee Pulse Surveys owing to its nature and similar goals.
Self evaluation of the concerned company
Employees reflect the health of the company they work in. Pulse surveys help in quick analysis of the employee sentiments, health and dedication these attitudes will be reflected in the working of a company. They can extract qualitative as well as quantitative data. By comparing employee pulse surveys, executives can run an analysis if their company has made any progress in the given time period.
Improve company culture
Employees are more engaged as a result of pulse surveys. Improvement in employee engagement leads to the development of a positive company culture. The results of Employee Pulse Surveys also help in directing future employee engagement activities. Employees also give feedback through Pulse surveys which can be in cooperated in HR management and employee engagement activities for improving work culture.
- How happy are you at work, on a scale of 1 to 10?
- Would you recommend a friend or family member to work at this company?
- Are you aware of the vision and mission of the company? Does it motivate you?
- Do you like doing your job?
- Would you trade your job with someone else’s job in another company?
- Do you see yourself working at this company in the near future
- How frequently does your manager recognize your performance and contributions?
- Can you freely give feedback to your seniors? Do they take your suggestions into account?
- Can you say that you are able to maintain your work-life balance?
- Briefly describe your company. What do you like and what do you dislike?
Some TipsHere are some tips to conduct employee pulse surveys successfully.
Keep it short and simple
Employee pulse surveys should be short. Naturally should not contain more than 6 to 10 questions. Adding too many questions in pulse surveys defeats its core purpose.
The frequency of the survey
The concerned companies can conduct employee pulse survey anywhere between once in two weeks to once a month. Conducting it too frequently can cause survey fatigue. On the other hand decreasing it’s frequency can make the employees too distant. These surveys were formulated to reduce survey fatigue. Companies commit classic mistake of administering pulse surveys very frequently. Instead of reducing survey fatigue, this act increases it and the tool backfires.
Analyse the responses
Once the pulse survey is complete, review the responses in detail and look for common areas of concern or ‘positive wins’ to reflect on.
Share the result
Organisations should share the results of the surveys with the entire team. Similarly, it is important to share both ‘good’ and ‘bad’ responses..
Act on it
Collecting employee feedback and not acting on it, is far worse than not asking at all. The employees can feel ignored and not valued.
One of the great things about staff pulse surveys is that you continue to do them. Send the survey again, and see what effect any actions you’ve done in the step before have made to the team.
Employee Engagement ActivitiesHere are some employee engagement activities that ought to be followed in every office culture. Conducting these activities help in developing a conducive work culture.
- Inculcate the company’s mission and values in the employee
- Recognize and encourage innovation
- Celebrate people and their achievements
- Involve employees in your business planning process
- Encourage communication between top executives and other employees
- Build long-term engagement
- Create a knowledge sharing system
- Have team photos
- Encourage charity and volunteering
- Encourage learning
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