Pulse checks / Temperature checks
Pulse checks / Temperature checks
Measurement before, during and after specific events, campaigns or activities provides an insight into the issues and challenges an organisation faces and to gather feedback on specific issues. Periodic checks will provide a measure of progress that can be compared against each other.
Employee pulse surveys: Checked your organisation’s pulse lately?
The full and original article was published on ets
What’s driving the increase in pulse surveys?
- Need to measure and increase employee engagement as a business imperative
- Help to embed and assess progress of cultural or organisational change
- The business responding to employees’ demand for a greater ‘voice’
- ‘Always-on’ businesses wanting more and more regular insights
- Cover ‘hot topics’ or strategic priorities in greater detail
What are the benefits of surveying more often?
- Drive business improvement by getting greater insight into how employees are feeling, what the organisation is doing well and areas where improvement is needed
- Make employees feel more involved and, as a consequence, engaged at work just by virtue of giving them more of a voice throughout the year
- Identify and act on issues swiftly as they come up rather than a number of months later
- Help to build a feedback culture as employees become more accustomed to completing surveys and giving their views.
What are the possible pitfalls of surveying more often?
- Survey fatigue – there’s a risk that participation levels will dip if you ask too much of employees
- Surveys stray from the original strategy and don’t serve a clear, strategically aligned purpose
- You end up with too much data, much of which you don’t have time or resources to analyse properly or take action on
- Your organisation’s culture isn’t ready for it – for example, if you’ve only recently started an annual employee survey or have never run one before, pulse surveys may be too much.
Credit: The full and original article was published on ets
The Power of the Pulse
The full and original article was published on Q&R
A clear trend has emerged over the past year and it has centred on how you ask the people who work for you what they think. The tried and tested format is the Annual Employee Engagement Survey (AEES) but increasingly, this approach is becoming less popular. According to LinkedIn research, 29% of employees think the AEES is pointless and worryingly, 80% believe that the data is not acted upon. Why go to all the bother of answering an 80 question survey if no one is going to do anything with it? It is true that there may be sticklers out there who would defend the AEES robustly because they depend upon certainty and routine to define their modus operandi. Yet in today’s online world, there has to be an easier way to find out what’s going on.
We think a Pulse Check™ is the answer because people crave simplicity as much as they do being valued. The power of a one question pulse is that it works well as a listening device across many stakeholder communities. We favour emotionally-led questions such as – ‘What is the one thing that could improve your working environment right now?’ and then providing people with a series of relevant responses that relate/connect to the culture of the company they work for.
In short, the Pulse Check™ captures opinion on the move. After the initial ‘go live’, it only nudges once for a response. People like that. We know they also like the time factor. It only takes 30 seconds to reply, usually less. The data that comes back is fresh and it comes back fast. That’s powerful when so many surveys become congested in day to day admin tasks before they are relegated to ‘pending’ and then just forgotten about altogether.
Credit: The full and original article was published on Q&R
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