Employees are one of the most vital assets of your business. So, to cultivate a good workplace culture and be able to make informed decisions when it comes to your staff, you have to give them an outlet to voice out their thoughts and opinions. One way to do this is through pulse surveys. Pulse surveys are all the rage right now, but are you doing it correctly? Is it the best solution for your business?

Workplace culture

Pulse surveys must be strategic – weekly polls with one to a few questions at a time can be an effective way to help you catch issues before they even fester. However, be careful not to bog down your employees! Some can suffer from survey fatigue because of the frequency of these weekly polls and the truth is, if you want deeper insights and data, you would still need comprehensive surveys.

In saying this, not only should you do it properly, but you should also be clear about your purpose to know if pulse surveys are right for you. These short polls are designed to track employee engagement levels and drivers and to demonstrate that your employees are being heard and are important to the organisation.

What questions should you ask your employees?

Our recommended questions are answered on a fixed scale and cover all aspects of engagement from job satisfaction and development opportunities to feelings about their company, managers and teams.

First on our list is: how happy are you at work? Ask your employees if they know how they can perform well in their role, if their job and goals are clearly defined, and if they know how their performance is evaluated. Another good question is if they have access to all the equipment and resources they need to carry out their jobs effectively. Are there any
obstacles?

It is also important to find out if they feel valued and feel like their work is appreciated. Are they comfortable giving feedback and opinions to their managers? This will give you an insight into how strong the working relationships are among teams and how open your company culture is. Ask them to rate their work-life balance on a scale of 1-10 to see if they are stressed.

Find out if they feel connected with the company’s vision and if they are willing to recommend the organisation’s products or services to their friends. You also need to ask if they feel encouraged to learn and develop new skills by their managers and company.  Finally, do they feel like there are adequate opportunities to progress in the company?

You can get these pulse surveys out through email or even text. There are a lot of tools you can use out there that let you customise your questions, collect responses and track trends, while making your employees feel heard.  

Business advisory

Left interested? Do you have any ideas about pulse surveys? We do this at Outside so just give us a yell if you want to have a chat about it!

Your Outside Team

 

 

 

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