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 The Rise of Staff Pulsing:

Research overwhelmingly shows that organisations with higher employee engagement have higher productivity1 and profitability.2 Engaged employees are also less likely to leave,3 with the higher retention rates translating into financial savings,4 and the overall employee well-being driving better business outcomes.5

Of growing popularity is a series of shorter Pulse Surveys to ensure you don’t miss a beat and to complement any Annual or Bi-Annual Engagement Survey you might be running. With the proven cultural and financial benefits of a highly engaged workforce, it’s crucial to have your finger on the pulse of the sentiment within your organisation all throughout the year.

What is a Pulse Survey?

A Pulse Survey is a quick, regular check-in with your employees. Just like Engagement Surveys, Pulse Surveys provide insights into employee engagement and help highlight opportunities for improvement by measuring topics such as satisfaction, job role, relationships, remuneration and benefits, and work environment.

Engagement vs Pulse Surveys – what’s the difference?

Pulse surveys are:

  • much shorter – they’re quick to complete and to the point. Often no more than 10 questions.
  • conducted on a more regular basis: e.g. monthly or quarterly.
  • useful for focussing on a limited, targeted set of questions relating to current objectives.

Pulse Surveys are also a great technique for evaluating the response to any major organisational change in order to highlight successes and any concerns.

What are the benefits of a Pulse Survey?

Strike while the iron is hot: While Annual Engagement Surveys provide detailed insights, so much can happen in between, and waiting 12 months to find out can be risky. That’s why organisations are adding Pulse Surveys to their arsenal: to stay on top of trends and keep a finger on the pulse of emerging issues – and opportunities – before it’s too late to act.

Boost engagement: Pulse Surveys are an easy and effective way to nurture a ‘culture of asking’ which itself can improve employee engagement. The higher frequency reminds employees regularly that their feedback is valued – that their opinions count, and provides an opportunity to communicate current goals.

In addition, Pulse Surveys:

  • have faster feedback cycles – making them a perfect complement to more detailed annual surveys by giving you near instant insight into whether projects aimed at improving engagement are working.
  • provide a more granular measure of improvement over time; rather than comparing feedback over years, you can see it rise or fall via monthly / quarterly increments.
  • can be used to check in with a particular employee group, e.g. location or function, especially after any major changes.
  • are faster to complete.
  • often have higher completion rates.
  • can be used as a powerful employee relation tool, providing an opportunity to increase awareness among employees about current goals.

Act now …

To discuss your Pulse Survey needs, and for a free, no-obligation online demo of our online Survey and Pulse Reporting software, call us on +61 2 9232 0172 or drop us a note below:

Your Name:

Your Email:

Your Phone - incl area code:

Your Message:

Staff Engagement Surveys

Fully branded surveys to match your corporate look and feel, with the option to utilise the PeoplePulse logo to reinforce the involvement of an independent 3rd party.

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Insightful charts and graphs that clearly depict
the key engagement drivers.

 Pulse Survey – Ideas and Best Practices:

CLICK HERE for best practice tips and ideas ...
  • Get everyone onboard: it’s important that everyone, from the CEO, to management, to your employees, understand the importance and benefits (for them!) of a Pulse Survey. It’s important that management is invested as they have the ability to make positive changes – which benefits employees as well as the organisation as a whole.
  • Call the experts: Work with a Survey Expert to develop the right questions and ensure your survey results provide actionable insights that align with your original goals. Using a third-party company such as PeoplePulse to run your Pulse Surveys, and communicating this to your employees, can also assist in gathering more open feedback.
  • Communicate: Before introducing a regular Pulse Survey, it’s highly recommended that you prepare your employees via Pre-Survey Communications. This is to try and get everyone onboard with why they’ll be receiving the survey, helping boost open participation from the outset.
  • Identify: Identify in advance whether the majority of your workforce will be at a Desktop PC, or on a Mobile Device. ‘PeoplePulse Mobile Surveys’ are a perfect solution as they automatically detect the respondent’s device and serve the Desktop/Mobile friendly version of the survey as appropriate, with the option of using Email and/or SMS invites.
  • Reassure: To aid with gathering more honest answers, provide anonymity and, importantly, communicate this fact to your employees. Work with a Survey Expert to implement tried-and-tested messaging in survey invites and on the survey Introduction screen.
  • Share the results: a culture of open communication and transparency improves engagement with the survey process, and in general. PeoplePulse’s Reporting Suite gives you the power to choose how much is shared with each employee group, from high-level trend reports by theme, to highly granular comparative reports.
  • Follow-up: there’s nothing worse than being asked to give feedback and not knowing what, if anything, is being done with it. Schedule a follow-up communication, perhaps a thankyou and some aspect of the survey results themselves. Importantly, let your employees know what improvements are being made based on their feedback: that’s how they’ll know it matters!

What you receive:    


Your Own Dedicated Project Manager

Our Project Managers have extensive experience in the set up and delivery of best in class Staff Pulse Projects.  Their role is to ensure your engagement survey runs in an efficient and effective manner from start to finish.

14 different report types - all updated in real time

Quickly pinpoint key engagement drivers. Easily identify strengths or weaknesses. Filter results by gender, location, department, or whatever variables interest your organisation. Our reporting is fantastic!

Complete branding flexibility

When it comes to your survey branding we give you the ultimate choice. Mirror the exact look of your website, co-brand with the PeoplePulse logo, or 100% PeoplePulse branded. Your call.

Proven Pulse Survey Questionnaires

Utilise our proven Staff Pulse Survey templates, bring your own questions, or use a mix of both.

Automated invites and reminders

Easy to upload recipient e-mails to our system to trigger survey invites and reminders. Invite by email, SMS, QR code, intranet or paper – or a combination of all.

The option to pre-load respondent data

Why waste your staff member’s time by asking them to complete pages of demographic data? PeoplePulse lets you pre-load that information. Your survey will be shorter, and you will be able to filter your reports by any data you pre-load.

What Makes Us A Great Solution For You?    


It’s simple –  

At PeoplePulse we combine the very best in online survey software and reporting with your own dedicated Project & Account Manager.

This combination of exceptional software and unmatched support & advice works to ensure that your Staff Pulse Survey is set up professionally without fuss, and that ultimately your survey delivers you the insight you need to make better business decisions.

(* Not to mention that to date we’ve helped more than 1,000 other organisations implement first class staff feedback solutions).  We look forward to the opportunity to assist you too.

A sample of our 1,000+ survey clients:

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What our Staff Pulse Survey clients are saying:

My Project Manager is always only a phone call away and always willing to assistance. She has good system knowledge and is a pleasure to deal with.

 

- Department of Infrastructure, Energy and Resources
My Project Manager has been a pleasure to work with during the last 12-14 months. A few comments would include her pleasant nature making business comfortable and easy, her professionalism in ensuring the survey was delivered on time without any issues … I felt comfortable that what I wanted was well understood …

 

- AMP
Very cooperative and quick to assist as required.

 

- SMS Management & Technology
This is the second survey I have worked on with my Project Manager and once again she has been great. She’s always very flexible and able to accommodate if survey requirements change and always delivers to deadlines. I always have great confidence that the end survey outcome will be a success.

 

- Superpartners Pty Ltd
My Report Insights Specialist had a great communication style and clear dedication to project.

 

- BHP Billiton Petroleum

Act now …

To discuss your Pulse Survey needs, and for a free, no-obligation online demo of our online Survey and Pulse Reporting software, call us on +61 2 9232 0172 or drop us a note below:

Your Name:

Your Email:

Your Phone - incl area code:

Your Message:


Sources:

  1. Towers Perrin, Working Today: Understanding What Drives Employee Engagement, <http://www.keepem.com/doc_files/Towers_Perrin_Talent_2003%28TheFinal%29.pdf>
  2. Towers Perrin, Closing the Engagement Gap: A Road Map for Driving Superior Business Performance, <https://c.ymcdn.com/sites/simnet.site-ym.com/resource/group/066D79D1-E2A8-4AB5-B621-60E58640FF7B/leadership_workshop_2010/towers_perrin_global_workfor.pdf>
  3. Corporate Leadership Council, Driving Performance and Retention Through Employee Engagement, <http://cwfl.usc.edu/assets/pdf/Employee%20engagement.pdf>
  4. Development Dimensions International, Employee Engagement: The Key To Realizing Competitive Advantage, <http://www.ddiworld.com/ddi/media/monographs/employeeengagement_mg_ddi.pdf>
  5. Gallup, Well-Being In The Workplace And Its Relationship To Business Outcomes, <http://media.gallup.com/documents/whitePaper–Well-BeingInTheWorkplace.pdf>
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