Pulse Surveys – How to use them effectively in engagement planning
Workplace engagement is constantly evolving. What might have mattered to an employee 6 months ago may now differ, and if initiatives have been brought in to improve an area of engagement, pulse surveys are an integral part of measuring their impact.
A pulse survey fits into an engagement plan by acting as a dip-check on engagement levels. Whether asking the same statements or a sub set, a pulse will monitor if actions have had the desired effect.
“Pulse surveying allowed us to see if we were on the right track. Once we could see that our engagement was increasing half way through our people plan, it provided us with the confidence to keep doing what we were doing.”
– Carly Deacon, Head of HR at Excalibur Group
Click here to view Excalibur’s full engagement profile
We recommend running pulse surveys no more than once a quarter. Though continuous surveying is currently a popular option, we find that a constant stream of data can lead to an overload of information which is difficult to keep on top of. Additionally, multiple surveys every week or month can lead to survey fatigue and reduced response rates, especially if changes aren’t seen to be happening as a result. Pulsing every 3-6 months can demonstrate that your objectives are having the desired effect, and keeps employees feeling that progression is happening. See our action planning resource for more details.
“On the back of the data and subsequent engagement sessions with colleagues, we’ve done work to simplify and streamline the way our pay and reward structure works in our Distribution Centre, making it clearer and more concise. This has helped us move our scores for Fair Deal forward in the subsequent survey.”
– Phil Vickers, HR Director UK & US at Charles Tyrwhitt
Click here to view Charles Tyrwhitt’s engagement profile
Alternatively, a short survey can act as an introduction to engagement surveying. It can be a great way to get an initial measure of your engagement levels and the minimal time required by employees to complete it can help encourage a high level of responses.
After a pulse survey, we would recommend data dissemination similar to a full survey and a review of current action planning initiatives to see how these are influencing the data. For employees to feel engaged with an organisation and the need for change, it is important they feel involved in making the change. Reviewing, sharing and tweaking your action plans accordingly utilises your employee feedback, and continues to build trust in the survey process whilst reinforcing the idea that positive change is the goal for your organisation, providing employees with organisational clarity.
“The comments received from employees’ pulse surveys were useful, we were able to see some topics raised that we had addressed. We communicated a list of common topics that were raised and what we had done to try and fix this. This helps employees see what we do to listen and the actions we have taken.”
– Tamara Ward, Senior Reward Advisor at Zenith
Click here to view Zenith’s full engagement profile
To find out more about pulse surveying with Best Companies and what options may suit you, please contact us.