A Pulse Survey only works if you’re prepared to listen – and act
Pulse survey… thinking of starting one?
There is a growing trend of employee morale being assessed frequently and in real-time, via a pulse check survey.
There are numerous ways of doing this. What is a pulse survey?
Other organizations send a SurveyMonkey or ask employees to put green and red balls into separate bowls to get feedback and then crunch the data in an excel.
Independently of what type of pulse survey you’re using, it helps your employees start thinking about their workdays (there are also ways to accelerate this process).
What makes me happy at work?
What pisses me off?
What would I change..?
Acting on your pulse survey
When using a pulse survey to ask for employee feedback, you create expectations. What happens once the results are in?
He regularly sits down with his people to see where action is needed. This is in his experience, the best way for management to engage employees:
“This is for all of us together to come up with solutions for improvements. If we don’t take action and show that pressing brings results, then people will get fed up and not use the tool. You have to explain that if you can’t change something now, what’s the long-term plan? Perhaps you need to ask for budget, or you need more time, plan better, etc.”.
Other companies visually show how they follow up and take action:
“We put all the suggestions on a whiteboard” says the agile HR Manager at Swedish company DEK.
“We take five minutes, three times a week, to pick the improvement suggestions we want to work with during the next 3-week sprint.”
“The status board tells us where we are with the tasks, what has been done, what it still ongoing, etc. This is then discussed during our meetings during the sprint.”
So what happens when managers don’t act?
The potential magic of continuous employee feedback doesn’t happen until you close the feedback loop. To summarize, when you talk with employees about what needs to be improved – and involve them in how to best fix it.
What other managers do is to measure, talk, improve… and repeat!
Just implementing a pulse survey and then doing nothing means you’re losing out on a great opportunity to improve employee morale.
Why measure if you’re not going to do anything?
We clearly see this with some managers that use our Celpax device.
Managers that don’t communicate or discuss the employee mood results, get lower engagement and participation compared to others.
And it makes sense, why on earth should I continue to press if you don’t do anything with my feedback?
Here’s what happens when management takes action
Below is a nice example of what happens when leaders start communicating with their employees and engage in follow-up questions, face to face.
See the participation curve take off!
People feel listened to. Meaningful discussions take place.
Magic starts to happen.
The best leaders make sure to schedule dedicated team time. This could be done by management by walking around, daily team huddles, or weekly employee meetings.
Subsequently, the question is what will work best in your organization. And what resources are you willing to dedicate to make sure you get more engagement in your company?
Either way, a pulse survey only works if you’re prepared to listen – and take action.
Get started with a pulse check survey: Join leaders from 60 countries and hang a Celpax device on your wall!
When choosing employee pulse survey questions, we opted for “How was your day?” to get a baseline.