Traditionally people will use pulse surveys to send out strategic engagement programmes that will help them to generate insights from their people. Whilst this is key – it is only scratching the surface of what pulse technology can do for you and your organisation…
Strategic and tactical use
- Strategic: This is where you can create a planned programme assessing the key contributors to your business success, e.g. leadership, communication, L&D, vision, culture. Consider the things that are important to you as an organisation and send out ongoing surveys accordingly.
- Tactical: By using the tool tactically, you can be agile and proactive. For example, if a key topic arises and you want immediate feedback, you can get a question or a survey out straight away. There could be a staff event that you want to capture some feedback around, or a specific talk or training programme.
Throughout the course of the year, it is likely there will be various events and initiatives being undertaken. In order to gauge the success of each initiative, it is essential to gather feedback from the participants with one-off surveys.
A balanced scorecard is an organisational framework used to manage and monitor business performance against strategic goals. Businesses can create their own by breaking down their businesses into the following areas: Finances, People, Processes and Market/Customers. Pulse surveys will help you to gather insights across these key areas and measure your balanced scorecard so can benefit from a holistic overview of your business:
All change can create organisational turmoil, so it is key to measure staff sentiment as soon as you can. Pulse surveys will help you to quickly understand how everyone is feeling and make the necessary changes to lead your people through change.
The employee lifecycle is the journey from start to end that each employee has within your company. This is where the tactical and the strategic uses of the tool start to merge together.
The first stage to measuring the employee lifecycle is through tactical onboarding surveys. The next stage involves using the tool strategically. This is where you send out all the ongoing engagement surveys. This will ensure you continuously measure staff sentiment and engagement. The final part of the lifecycle is when someone leaves the organisation – the tactical exit survey.
By gathering feedback throughout the entirety of the employee lifecycle, you will generate an all-round view of the individual and their views on your organisation.
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