Employee pulse surveys
Fast and flexible self-service tools for frequent surveying, with powerful reporting.
We devise employee pulse survey tools to best fit your needs. We also offer comprehensive consultancy support to design your wider survey programme, analyse the results and support on-going action planning. Whether your needs are bespoke and nuanced or quick and simple, we can create the right ‘pulse check’ survey platform for you. That’s why we’re trusted by leading businesses.
Innovative survey tools
Our technology is highly-intuitive, can be tailored to your needs and makes running employee pulse surveys quick and easy:
Designed to fit your branding, culture and language
Self-service option to create and run unlimited surveys in-house
Powerful and ultra-fast reporting capability (unlimited reports at no extra cost)
Ability to cut and slice the data by different demographics
Tablet and smartphone-enabled completion.
Expert consultancy support
Our experts can help with the design of your survey and related communications materials. We’ll also guide you post-survey to ensure you turn the results into the right actions:
Comprehensive programme design support
Extensive support to create and test survey questionnaires
Analysis of results, presentation of key findings and recommendations
Guidance for leaders, managers and HR teams on action planning.
Considering a pulse survey?
A full annual engagement survey remains invaluable in providing deep insights on a wide variety of areas. However, there’s no getting away from the fact that, for an increasing number of businesses, asking for employees’ feedback once every 12 months may no longer be sufficient. Which is why pulse employee surveys have become more popular.
If you’re looking to introduce pulse surveys into your business, it’s worth learning more about their use first. Pulse surveys tend to be smaller in scale, sometimes involving inviting a smaller sample of employees to take part and/or having a shorter list of questions in the survey. The frequency of ‘pulse check’ surveys varies but is commonly either quarterly or six-monthly. They can be used to support a number of business priorities, some of which we’ve outlined below.
Business unit surveys
If certain parts of your business score significantly below the overall benchmark, you could opt to create surveys exploring these business areas in more detail, inviting only those within particular business units to respond. This can help to uncover the reasons for lower engagement.
When faced with lower than expected employee engagement scores, you may decide to create and administer a further survey to investigate particular themes or areas. These surveys are generally shorter in length and may include more specific questions, and ask for examples and suggestions.
It can be useful to get real time responses to how your engagement initiatives are being received by employees, informing possible changes to your plans or communications. This also helps demonstrate your ongoing commitment to listening and responding to employees’ feedback.
Business change initiatives
Undertaking business transformation programmes can have a significant impact on employee engagement, resulting in higher attrition and lowered productivity. You can run pulse surveys at regular intervals to provide valuable insights into how a change management programme is landing. This allows you to spot potential issues before they negatively impact the business and it ensures that employees feel consulted and involved in any change.
You can encourage innovation and an open flow of ideas across your business using regular short employee surveys. This could relate to product or process improvements, or to providing great customer service. In addition to harnessing employees’ creativity to improve performance, such surveys can help build a culture of innovation.
As the lines of home and work lives continue to blur, you’ll doubtless be focusing on employee wellbeing as a key issue. You can create dedicated wellbeing surveys to check in with employees periodically, to get their views and ideas with the ultimate aim of improving their overall health and wellbeing at work.