Tổng hợp 4 pulse là gì hay nhất, đừng bỏ lỡ

What are pulse surveys?

Pulse surveys give organisations the freedom to measure whatever they think is important on a regular basis, and are particularly effective as part of an employee listening program.

In our experience, the term “pulse” is often used to refer to everything that’s not an annual or bi-annual employee engagement survey. Pulse surveys are different from engagement surveys, lifecycle surveys (onboarding, exit, candidate reaction, etc.), and ad-hoc employee surveys.

Pulse surveys are a mechanism for measuring feedback using shorter, more frequent check-ins, that’s not bound to measuring specific topics or content.

This means that the content being measured can (and should) change from organisation to organisation and even from one survey to the next.

Pulse surveys:

• Track the same item over time, e.g. “How likely are you to recommend your company as a place to work to people you know?”
• Are shorter than an engagement survey, and easier to complete
• Are more frequent than traditional surveys (more than once a year)

Happen at a regular interval (most organisations use them quarterly or monthly)

Pulse surveys are just one of a number of different employee feedback mechanisms you could choose to use outside of an engagement survey.

What are the advantages of pulse surveys?

Pulse surveys are popular, not only because they are shorter and reduce the amount of time it takes employees to give their feedback, but also because they introduce a new dimension to results analysis: tracking over time.

Where an annual engagement survey is a once-a-year snapshot of your employees’ engagement, pulses allow you to track items month-to-month or quarter-to-quarter so you can:

• check in (and react) more regularly
• plot trends over time
• start to link improvements back to actions

Pulse surveys are also more agile than traditional, infrequent survey methods. Asking for feedback once a year means it’s incredibly difficult to check in on the progress of action plans, as well as being difficult to align feedback measurements with business outcomes.

With pulse, employees have the opportunity to provide feedback more frequently, and organisations have the chance to react more quickly to that feedback.

Our research shows that employees want to provide feedback more regularly:

• 77% of employees want to provide feedback more than once per year
• Most employees would prefer to provide feedback four times per year

Want to get started with your own pulse surveys? Take a look at some of our free Employee Experience (EX) survey templates: GET STARTED

Why use pulse surveys?

Employees feel valued and heard when they have the opportunity to provide more frequent feedback. People are 12 times more likely to recommend their employer if they feel like their feedback is being listened to and actioned.

Pulse surveys can be used to measure anything that matters to employees and the business, including:

• helping maintain an early warning system for important business metrics, e.g. a safety pulse or customer service pulse
• measuring the effectiveness of action plans, particularly those implemented following a traditional engagement survey
• helping you to understand the relationships between different types of employee feedback, as well as other important business outcomes that are tracked frequently, such as voice of the customer(VoC), performance review, and turnover.

eBook: Use Employee Lifecycle Feedback to improve your EX

What can pulse surveys measure?

The short answer is: anything! Pulse surveys are a non-content-specific feedback method. What you ask can be tailored to your organisation’s priorities, goals, and what you need to track.

In fact, the only content-related mandate for a pulse is to have some consistency, so you’re able to track the same item over time and see how it changes from one month or quarter to the next.

That said, we do see synergies in the types of content organisations choose to measure with their employee pulse surveys.

Try our Employee Pulse Survey Tool for yourself

Common uses of pulse surveys

• Engagement pulse: this replaces the annual engagement survey, and is a shorter (maybe only 2-3 items) measure of employee engagement, along with measures of the core drivers of engagement, such as autonomy, career progression, or alignment to strategy
• Action planning follow-up pulse: run in conjunction with the annual engagement survey, this monitors the action plans set after that survey, with structured, regular feedback to help you measure progress and make changes to your plans, should you need to.
• Company values pulse: some organisations choose to track whether their company values are truly being “lived” in the organisation (sometimes forming part of a broader company culture initiative)
• Change pulse: used to check in on employee sentiment more regularly through an organisational change program.

Once you’ve identified your need for pulse surveys, they can be a valuable tool to bring the voice of employees into business decisions more regularly, which will enhance the overall employee experience.

Collect and apply employee feedback with our 360-Feedback eBook: Download Now

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