Internal communicators need a quick way to collect employee feedback with increasing remote employees than ever before. Employee pulse surveys are a simple and effective way to collect feedback from employees.
Keeping a diverse workforce connected is a unique challenge for internal communicators. It would be best if you now found a way to provide feedback remotely as engaging as it is in person, rather than interacting directly with employees.
You can collect feedback from your employees quickly and without interruption with employee pulse surveys. Pulse surveys, when used routinely, will enable workers to provide input regularly and help the company develop a feedback culture.
What is an Employee Pulse Survey?
A pulse survey for employees is a brief, concentrated question about a topic important to them. These surveys generally come within other communications, such as emails from employees and newsletters, and the information in them is contextualized based on the email and the newsletters.
Pulse surveys are named after the idea of “pulse check” and are a means of quickly measuring how your staff feels about any problem. This can be simple in a corporate environment to request information from an employee or group, or team.
For a mixed workforce, though, you don’t have the option of simply walking across the hall to solicit feedback from your coworkers. You will quickly get the information you need from your remote employees by using an employee pulse survey; all they have to do is check their inbox.
The informality and frequency of employee pulse surveys set them apart from other forms of employee feedback surveys. The annual surveys of employees and other surveys involving employees comprise several questions and usually take more than five minutes. In less than 30 seconds, most pulse surveys can be read and replied to. You will take action sooner if you get faster feedback.
Employee Pulse Surveys: Why Do Internal Communicators Use Them?
Internal communicators depend on employee feedback to get a sense of any possible problems when making informed decisions. After all, the workers are in a unique position to provide critical insights into their jobs, and successfully collecting their feedback prevents these ideas from falling through the cracks.
Annual employee surveys do not have to be entirely replaced by employee pulse surveys. In reality, they can be a valuable supplement to the more extensive data set that the annual version provides. If you’re going to take this path as an internal communicator, make sure you have a strategy in place for the annual employee survey first to incorporate critical questions into the pulse surveys and collect data over time.
Improved Feedback, Increased Engagement
Employees who are happier about their jobs are more active and take fewer vacations. Customers tend to be happier when workers in customer-facing positions are engaged. Maybe you should be worried about employee engagement at your company if you aren’t already.
Create a feedback atmosphere with employee newsletters and strategically positioned pulse surveys. Pulse Survey Tools allow email template builders to create lovely HTML emails to enable your employees to respond to pulse surveys from any of their devices. Gather feedback on your company to learn how your employees can best engage:
However, designing attractive employee surveys is just half of the picture when it comes to employee engagement. It would help if you act on the suggestions of your workers to:
- Make employees feel heard
- Encourage employees to provide futuristic suggestions
- Introduce an environment of continuous improvement
- Make use of the opportunity to ask further questions
Using pulse surveys to collect input from staff is a win-win situation for internal communications. You not only gather helpful information for strategic improvements, but you also show employees that their input is valued and inspire them to share more in the future. Engaged employees ask questions about their work and find ways to improve the functioning of processes and policies.
Collect a wide range of feedback
When conducting pulse surveys with survey tools, you have the option of using dichotomous or Likert Scale questions. Employees can respond to questions using emoji responses, eNPS surveys, and star ratings. Employees may respond to questions with yes/no or thumbs up/down. With survey tools, it is straightforward to create the surveys and incorporate them too.
Using the proper pulse survey, you will collect a range of feedback and get better answers to your questions. Your employees would appreciate it!
Employee Pulse Survey Best Practices
Pulse surveys of employees may be done as often as once a week. If you ask your workers to complete a pulse survey regularly, you must also be prepared to act as regularly.
Let the feedback count
If the feedback of employees is not taken seriously, your pulse tests start to lose their efficiency and employee involvement.
Be your employees open and upfront. Tell them why they are being sent the surveys, take care to create the right pulse survey questions, ensure that distribution length and frequency are mutually reflective, and use analytics to understand the data you collected indeed.
Once you have finally reached your pulse survey rate, you will gather more relevant feedback, gain valuable insights, and rely on leadership to take its views seriously. Because pulse surveys are so rapid to complete, they usually achieve an increased response rate, boost moral behavior and foster an open communication culture.
Maintain its confidentiality
We previously discussed how pulse surveys could be used to replace face-to-face conversations in the workplace. However, this is valid in many ways; using an employee pulse survey has many benefits, the most important of which is the potential to allow workers to respond anonymously.
Internal communicators may use anonymous reviews to boost survey participation. When employees know their identity is secure, they are less reluctant to reply, and the promise of anonymity will promote the most candid feedback possible.
Number of Questions
Many vendors offer a library of pre-written questions and the ability to create personalized questions based on your needs. You should select from 4 – 10 issues covering a wide variety of subjects such as pride, direct manager relationship, workload or personal well-being. Make sure the questions aren’t too broad or ambiguous.
In one survey, we find that over ten questions result in fatigue in which employees start to click next and leave the default answer to speed up and complete the survey.
Announce your Survey to your Employees
You want to minimize the sudden shock of an unwanted email with a link to a pulse survey that people have never heard of. To ensure reasonable response rates, you must carefully schedule and announce your pulse surveys. This is best as a company email from the CEO or a chatting point at your next meeting.
Benefits of Pulse Surveys
Repeat questions can be good
When you regularly ask several high-quality questions, it keeps the topic on top of employees’ minds. They will think more frequently about engagement, which will inevitably lead them to think about how their level of involvement could increase if some changes are made. With the continuation of an employee pulse survey over time, you will get more and more helpful feedback from your employees.
Insights That Work
What is the general tone of the workforce? What are the motivators for them? What’s the mood like? Employee pulse surveys will provide you with actionable information on what’s going on with your staff and how it’s affecting their participation. You will have your finger on the pulse of your team, which is priceless.
Boost employee productivity
The majority of workers are willing to provide their employer with daily, ongoing input. However, in many workplaces, input opportunities are surprisingly scarce. Simply asking workers for feedback daily would demonstrate to them how much you appreciate their input. This, in and of itself, can contribute to improved employee participation and morale.
Your organization can’t afford to wait for an annual survey to find out what’s going on with the employees in this fast-paced digital world of the twenty-first century. To succeed in a tight labor market, you’ll need a way to get more frequent, consistent feedback across the year.
Trend analysis and benchmarking
You’ll be able to see patterns over time and recognize the effects of particular events or improvements at your organization as you build an ongoing stream of data from pulse surveys.
Increased response rates
The long-form annual employee survey can feel more like a task to complete (or completely ignore) than a quick way to gather critical employee input. Since employees can fill out short, primary employee pulse surveys easily, they are more likely to be completed.
How to Select the Best Pulse Survey Tool
It’s fantastic that you’ve decided to implement an employee pulse survey in your business. Now you must decide which software provider to work with.
Personalization of the survey
Your pulse survey software should allow you to mix and match survey elements like timing and population to suit your organization’s culture. Open-ended or multiple-choice questions should be available to you.
Results in Real-Time
The faster the data you have, the sooner it can be dealt with. You should have access to the results in real-time to make a real impact quickly for your pulse survey software.
While the survey itself may be simple to complete, what about the reports? You’ll waste time trying to get information from them if they’re too technical or difficult to comprehend. Managers should be able to take an active position with the guidance of your pulse survey tools. Intuitive reports should keep managers in touch with their teams’ input and assist them in making data-driven decisions.
As you start designing, gathering, and reviewing pulse surveys, you should have access to training. What if you have additional inquiries? Your software vendor should have dedicated resources to assist you in improving your community.
Coaching that is automated
Look for a pulse survey platform with built-in guidelines for identifying high-impact opportunities. Pulse surveys will reveal several opportunities for improvement; ensure that your software often includes additional learning to assist your team members in prioritizing and improving.
HR leaders may use pulse surveys to measure their efforts and demonstrate their effects.
Finally, HR leaders can use pulse surveys to quantify their efforts.
HR leaders who want a seat at the table must be able to link their policies to favorable business characteristics such as high retention rates, low turnover, and improved productivity.
HR leaders can do this by using pulse surveys, which provide granular data.
They will demonstrate how HR used quantitative pulse survey methods to identify a problem, simplify it, find an appropriate solution, and then optimize the key to produce a successful outcome.