How to get a strong pulse?

When employees feel engaged, they identify with the organization, its values, and take responsibility for contributing to its success. 

Over the past 20 years, numerous research studies have highlighted the positive effects of engaged employees. 

Linking engagement to core business metrics such as performance, costumer satisfaction, and reduced turnover, among other things.

Pulse surveys also effectively create an ongoing focus on employee engagement. Regularly measuring and working with engagement makes it a more integrated part of managers' and employees' daily routines.

Frequent pulse surveys encourage leaders to commit to initiatives and action plans throughout the year. Likewise, managers can measure the progress of their initiatives and adjust their strategies if needed.​​​

Pulse surveys can also be effective tools during organizational changes. Changes can affect the work environment, and employees may experience change differently. During periods of change, it's essential to measure and discuss engagement more frequently – even after the changes have been implemented.​

Lastly, frequent pulse surveys demonstrate that the organization values employees' feedback and is interested in promoting their well-being. It is motivating for employees when they feel that the organization cares about their well-being.​

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To get the most out of pulse survey, the frequency and content should align with the organizational culture, feedback practices, and other types of employee surveys. Avoid measuring more frequently than you can act upon the results.

It's not necessarily the frequency of surveys that leads to survey fatigue among employees; it's the lack of follow-up on the results. Therefore, ensure an adequate amount of time between surveys for leaders and employees to process and act on the results.

Business Psychologist (cand.psych)

Consultant

Xact By Rambøll

M +45 51 61 20 41

anbh@ramboll.com

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