When so-called ‘pulse’ surveys are done right, they can be effective, but we’ve found that it’s easy to fall into a few common pitfalls. Are you following pulse survey best practice? Do you have good employee engagement? Are they even a good fit for your organisation, or are people bothering to answer your pulse survey questions?
If your teams have to constantly answer employee engagement survey questions, they’re likely to stop replying. What’s the point if they gave feedback recently but nothing’s happened? They want to see action and change.
The feedback you get from employee experiences won’t have much use if you don’t have the time to implement it. It’s fine if they just want more stationery, but if they’ve got a more nuanced issue with the work culture, it’ll take longer to deal with. Either way they want to see the result before another survey goes out. Feedback is just the start of the process – give yourself time to make meaningful change for your employees.
It might sound obvious but we’ve seen it happen. Not only are some people sending out surveys too often, they’re asking the same questions that their employees have already taken the time to reply to. It compounds the problem and means you’ll never improve employee engagement even further.
Some people describe pulse surveys like you are “always listening.” Do it wrong though, and you’re more likely to give the impression that you’re “always asking, never listening.”
You might be guilty of some of the issues we’ve highlighted, but still getting positive results in your employee engagement pulse surveys. That doesn’t surprise us – you’re still likely to see good results at the start, particularly when you have moved away from a traditional annual survey. The problem is that they tail off dramatically – we tracked these survey results ourselves:
At first, digital pulse survey platforms are great. You get an improved user experience, regular feedback cycles and wide ranging feedback – all presented nicely in an intuitive dashboard.
However, over time this engagement tails off. Participation rates fall, your ability to act on employee engagement feedback quickly becomes overwhelming, and as a consequence your teams lose trust in the whole process.
Here are some representative examples of the typical comments we’ve seen when analysing pulse survey responses:
Getting feedback is important, but it’s just the first piece of the puzzle. Having the tools to ask questions isn’t the same as analysing the root cause of complex problems. Here’s what you should keep in mind:
Don’t plan several surveys in advance. Diagnose areas of focus and opportunity first and then tailor your follow-up questions based on what your teams have said.
Once you’ve sent your first survey, plan your next one based on the feedback you’ve received. For example, if in your initial survey, your employees feel there are issues with diversity and inclusion, ask questions that dig deeper into that issue to uncover the underlying problems in your next round of feedback.
Think about employee engagement survey frequency. How long will it take to start making the changes you’ve been asked for?
Numbers and tick boxes are fine but ideally you want real responses, written in their own words. Using open-ended questions and free text answers as part of your survey is a great opportunity to support quantitative scores with the rich, contextual insight. They’ll give a greater sense of employee satisfaction and any deep-seated problems.
But manually analysing open text feedback has traditionally been very time consuming, susceptible to bias and impossible to do at scale. To access this kind of insight it is important you use employee language analysis to help categorise verbatim comments
Once you know what the issues are, develop a strategy and tell everyone what the plan is. Once they can see changes are being made, you can start asking new questions.
Don’t repeat questions unless you’ve got good reason, like wanting to reassess your people’s opinions now that you’ve implemented something.
Want to learn how to get the most out of your employee surveys? Book a call today: