The employees within a company constitute its first resource. They are at the heart of the company. When they are engaged, the company is exceptionally successful.
Employees are more passionate about their work when they feel heard by their organization. They get actively involved in building the business when they have more responsibility. But what is the best practice for receiving feedback from your team members? What are the benefits that your organization derives from the practice of pulse surveys?
How to define pulse surveys?
A pulse survey is a survey initiated to strategically collect the opinions of employees on several subjects such as the degree of their satisfaction, responsibility in the company, the state of their collaboration with their superiors, etc.
Furthermore, it is a short survey, usually between 5 to 15 questions. These questions which come up regularly take very little time and are very easy to answer. Pulse surveys are a powerful way to track the progress of your employee engagement survey initiatives through their feedback. These comments can also help you to identify areas of the business that need urgent improvement.
Pulse surveys have helped reshaped and solved so many workplace problems. Some of which executives and managers never even have a clue about. Maybe due to so many involvements. It is for business leaders who feel the need to not only earn money but build a profound company culture. What are these problems that pulse surveys resolve?
Problems solved with pulse surveys
The implementation of the culture of pulse surveys within your organization aims to solve problems identified upstream. Generally, here are three types of challenges for which you must adopt Pulse surveys:
- Employees do not feel that their opinion on the company matter.
- Best employees quit the company.
- Issues in the workspace are not resolved.
However, what is the best way to deploy Pulse Surveys to overcome these issues and boost the engagement of your employees?
Best practices using pulse surveys
Pulse surveys allow you to rationally determine the strengths and weaknesses of the business. The data collected during these surveys should enable you to engage in an honest, sincere discussion necessary for employee engagement. Here are 5 best practices for pulse surveys:
Ask clear and brief questions:
You must choose between 5 to 15 questions that employees will understand. For well-formulated items, the answers provided must add value and inspire improvement. Your survey objectives should lead you to determine your specific, concise, and understandable survey questions.
Vary question types:
Don’t ask only evaluation questions. Mix the type of questions so as not to have a low participation rate in the survey. The purpose of your investigation isn’t to sanction employees. Instead, it’s about collecting more responses that can guide you in taking further action.
Create anonymous surveys:
Employees will participate more in pulse surveys if they are confident that personal anonymity is guaranteed. They want to be sure that their comments don’t result in retaliation from you. Therefore, make sure your surveys are anonymous.
Allow room for transparency:
Share survey results with employees to promote transparency. It allows all staff to be on the same level of information and collect survey results. This shouldn’t be mistaken for anonymous surveys. The names of each participant should remain anonymous.
Take immediate action:
The investigation is complete. You now have the elements that can allow you to initiate a real difference within the company. Make good decisions. Retain your best employees, and help them grow.
You should act on it immediately to put things in place as your employees would be expecting to see changes. If the investigation demands a critical change, you, therefore, need to hold a meeting with the leaders within your organization. Present the result before them and come to a reasonable conclusion.
If you have more pressing issues and don’t have the time, you can use Happierco pulse surveys. As the system allows you to get continuous feedback on employee happiness and engagement. Ask the right questions and make better decisions, to understand the effects, and take actions together. So what are the benefits of Pulse surveys for your business?
Benefits of Pulse surveys:
Here are some benefits of Pulse surveys:
- Leaders and managers can use data from pulse surveys to re-calibrate actions, resources, and priorities to achieve peak performance.
- Managers and leaders receive insight into the effectiveness of strategic initiatives and focus on areas of the company that may require more training or support.
- Leaders can also gain timely data to address problems and invite employee involvement in real-time.
Much of the company’s growth comes from employee engagement. For employees to be more engaged and productive, they must be involved in the company’s existing decision-making process. Their opinions are paramount and deserve to be heard. To make substantial improvements that will promote good company culture.