Many clients prior to working with us were used to running annual Engagement Surveys – when we introduce them to our Employee Pulse Survey we often field questions asking, ‘what is the difference?’ or ‘why do we need this when we are already doing an engagement survey?’.
So, what is the difference? Here’s why our Employee Pulse Survey is going to provide more relevant and meaningful data to drive your talent agenda:
1. Employee Pulse Surveys are short, sharp and frequent!
Typically our Pulse Surveys are run every six months. Questions are structured so that they take no more than 5 minutes to complete meaning there is higher engagement. All of our clients have very high levels of participation on their Pulse Surveys.
2. Employee Pulse Surveys look at more than just engagement!
Our Pulse Surveys investigate 8-10 critical focus areas that influence engagement, performance and retention. These may include culture & environment, health & wellbeing, career development, perception of leaders or managers.
3. Our Pulse Surveys are fully customisable.
We work with every client to formulate the focus areas and questions that are going to be most meaningful to their business. Questions can be added or changed each survey to account for feedback on new initiatives or changes in the business.
4. Employee Pulse Surveys are actionable.
The turnaround time is typically faster than a detailed Engagement Survey which means analysis and feedback can be provided in a timely manner, with more immediate and actionable insights that can be used to make meaningful changes and improvements resulting in employees feeling heard and valued.
5. Measure trends over time
Running regular, frequent Pulse Surveys means that we can track trends over time. For instance, is morale, collaboration, innovation etc, getting better or worse? Are your interventions making a difference? Visualising this data provides quick insights into employee sentiment due to consistently asking for their opinions. We also track an eNPS (Employee Net Promoter Score) giving a key metric for tracking engagement.
By analysing and tracking real time data on a regular basis, our clients are able to ensure people related strategies and programs are focused in the areas that are going to provide the most value to employees as well as focusing on achieving critical business outcomes.
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