The great resignation has been a cause for concern for many businesses and engagement professionals. Companies know that hiring isn’t easy, and they don’t want to lose employees to avoidable circumstances. The companies that have fared better during recent workplace shifts are those with thoughtful engagement strategies, including utilizing employee pulse check surveys.
Pulse surveys are rapid, quick check-ins that aim to get fast and candid feedback from workers. They have scheduled intervals, but they’re much more frequent than surveys with longer cadences like annual or quarterly surveys. Pulse check surveys are best known for short lists of questions and fitting well into employee listening programs.
Employee pulse check surveys identify expectations and wants
Even though some survey types call for infrequent or periodic cadences, the wants and needs of employees don’t work on a set schedule. New scenarios pop up in the workplace often. When they do, companies need a clear view into their employees’ expectations and needs as they relate to work and organizational changes.
If you’re able to catch needs and wants early, you can adjust your workplace based on emerging trends and expectations. Companies can even drill down specific departments or employees, giving them the opportunity to make sure managers address individual circumstances. This also works best for most workers, because they actually want more opportunities to give feedback.
What questions are included in pulse check surveys?
Pulse check surveys are like any other type—companies can choose questions and the cadence that aligns with the results they’re hoping to have. Since pulse checks are meant to be rolled out frequently though, certain topics end up being common. They include things like:
- Specific questions that are unique to the org and its working style
- Feedback about new programs or employee initiatives
- If employees have the resources they need to grow and develop
- If the company is focusing enough on employee wellbeing
- What HR initiatives are working and how they align with leadership goals
- Results from diversity, inclusion, and belonging programs.
Pro tip: Employee pulse check surveys should range between 5–15 questions. That doesn’t mean each survey has to have the same number of questions, but don’t overwhelm your workers with a longer survey or reach out to them asking too little.
Surveying helps companies track quality data
Workify’s tools are designed specifically for HR. They offer pre-built analytics with questions and templates backed by organizational psychology to find insights. Our engagement experts are also available through the survey deployment process to review and ensure accurate analytics, as well as robust participation and interpretation of results. We’re always available for any questions, and our surveys can be modified or adjusted to match the specific goals any organization has.
Our Advanced Analytics platform is especially useful for leaders and managers. It’s an interactive business intelligence experience that stakeholders are increasingly demanding. Having real analytics capabilities enables companies to use their employee pulse check surveys to plot trends over time, and they’re able to directly connect improvements to actions they took.
Ready to launch your employee pulse check surveys?
If you decide to add pulse check surveys to your employee listening program, Workify is here to make sure you succeed. Our team can work with you to make sure your company is targeting the engagement challenges and obstacles that are specific to your organization.
Our survey methodology is backed by organizational psychologists, and you’ll gain access to our pulse check analytics tools to effectively track what your workers are saying. Connect with us today to start building your pulse check surveys.