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.
Others 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?
Christophe de Moine at BASF uses a physical device as a pulse survey.
He regularly sits down with his people:
“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.”.
Others visually show how they follow up and take action:
“We put all the suggestions on a whiteboard” says the agile HR Manager at 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. 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 the managers that use our Celpax device.
Managers that don’t communicate or discuss the employee mood results, get a lower 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?
Below is a nice example of what happens when leaders start communicating.
See the participation curve take off! People feel listened to. Meaningful discussions take place.
Magic starts to happen.
A pulse survey only works if you’re prepared to listen – and act.
Get started with an 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.