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A pulse survey is a way to check in on your employees and listen to their opinions more frequently. Instead of waiting months to gather opinions on actions taken today, you can send a micro survey in real-time and gather the data.
You can write questions based on priorities or goals and frequently survey to track changes over time. People’s opinion shift, which means what is important now may not be two months later.
With this type of survey, you can gather feedback at the right time, prioritize actions, and track changes over time. Let’s explore this survey type in detail and learn how to write the best pulse survey questions.
Pulse Surveys are surveys conducted by companies on a timely basis to gather real-time feedback from the employees. Unlike the annual surveys that are lengthy and elaborate, pulse surveys are quick, frequent, and to the point.
Pulse surveys generally have 3-10 questions. These questions are based on the metrics you want to measure, unlike annual surveys, which are used to gauge multiple items.
Considering the remote work culture we are a part of today, maintaining employee engagement can be challenging. Getting accurate employee feedback is difficult due to a lack of in-person interaction. Employee pulse survey questions are useful in this situation. They help to gain insightful and actionable responses, provided the right questions are asked in the right manner.
Create an actionable feedback collection process.
Annual employee engagement surveys are dependable only to a certain extent because of the following factors-
Pulse survey questions fit perfectly with the goal of improving employees’ engagement levels. They assist in tracking employees’ opinions on the work culture and policies in place and measure their satisfaction level. This allows organizations to focus on one issue at a time and plan their actions accordingly.
Organizations may seek to know how employees feel about a policy change, check on their mental health, or collect feedback on a new scheme. This is where pulse surveys can help organizations understand employees’ viewpoints.
Understand the purpose behind conducting a survey. For example, a survey can be conducted to record employees’ opinions about a certain course they were required to take.
After we’ve settled on a target, we’ll move on to the questions. A few points to consider while framing the right pulse survey questions are listed below.
You can write the best pulse survey questions based on three factors – Insights, Goals, and Drivers.
Gather valuable and in-depth insights from employees using open-ended questions. When writing questions for employee pulse surveys, add customization using robust survey software to ask the reason for their response/score.
Gather qualitative feedback that can add context to employee productivity or well-being decline.
Before creating the survey, establish what you want to measure. A clear understanding of the goal will make it easier to write targeted questions. For example, if you want to measure employee relationships, you can write questions that gauge the workplace relationship and the changes over time.
Consider this factor along with the “goals” when writing employee pulse survey questions. The drivers influencing employee behaviors and practices can impact the item you track in the survey.
For example, the drivers of employee relationships can be whether they feel welcomed and physically safe at the company or whether the team communicates to bridge the gap caused by diversity.
Keep the survey questions focused on the actionable items. Before writing questions, make sure that you can take action on the data you collect. Your pulse survey should help you reach the goal.
Pulse surveys should be conducted at frequent intervals. The aim is to check in on the employees at any given point in time. There is no one perfect timeline that will work for everyone, as it all depends on the time required to put feedback into action.
Consider these two questions before deciding the frequency of your survey –
→ How much time would you need to take action?
→ How often do you measure other metrics?
Once a survey has been conducted, it is important to act on the feedback received before conducting another survey. Estimate how much time the organization would need to work on the results. It’s important to remember that it’s not just about asking the correct pulse survey questions; it’s also about making changes, if necessary.
A survey is successful only if the organization prioritizes action. If surveys are conducted mindlessly with no positive response, organizations will lose their employees’ trust and ultimately drop off. All responses must be considered and prioritized, and a plan of action must be created.
Voxco helped Frost & Sullivan conduct 100K surveys across 300 industries.
When conducting surveys such as pulse survey, which is conducted frequently, it is important to follow the organizational cadence.
For example, if you are reporting employee engagement on a quarterly interval, you should match the cadence of other surveys scheduled every quarter. Deciding when to ask will ensure that you are not bombarding the employees with too many surveys and also help you gather fresh data.
Note: Surprising employees with a survey will lead to poor data quality, especially if it is mandatory and with a time limit.
Plan your surveys in advance to make sure there is enough time for the actions you take to make an impact.
We have compiled a list of questions you can use to conduct pulse surveys. The questions are based on various aspects of employee experience. You can use these questions or take inspiration from these pulse survey question examples to create your own.
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Employee pulse surveys can help you capture employee feedback on specific aspects of their experience in less than 10 questions. Its flexibility and relevancy result in a higher completion rate and allow you to understand your company’s internal well-being.
However, there are several other factors contributing to its popularity. We have mentioned these factors below.
Employee pulse survey questions are the fastest way to understand your employees and their opinions on the workplace environment. Whether you want to learn how the changes in company policy impact employee morale or how employees feel about inclusivity.
Whatever the objective may be, you can use a pulse survey to gather the opinion of the concerned subjects, i.e., employees.
Waiting for annual surveys to discuss certain aspects of employee experience can prove costly. There are many aspects that impact the overall employee experience. Skipping or delaying pulse surveys in favor of annual surveys can result in employees feeling ignored and turnovers.
Use employee pulse survey questions as an opportunity to engage employees and improve communication. This will help employees feel heard, thus improving engagement and productivity.
You can create a standard pulse survey to regularly evaluate employee experience or engagement. With the collected data, you can benchmark and track changes to identify the drivers of employee productivity.
The pulse survey can help you understand your employees’ experience. These surveys create an opportunity for employees to communicate their opinions to the higher-ups regularly.
The success of your pulse survey depends on the frequency and the type of questions you ask. Write good pulse survey questions that ask questions on focused aspects of work and help you reshape and reinforce employee engagement.