3 Benefits of Employee Pulse Surveys in Your Workplace Wellness Strategy

Employee Pulse Surveys for Your Workplace Wellness

3 Benefits of Employee Pulse Surveys in Your Workplace Wellness Strategy

Employee engagement is the key to positive workplace culture and overall business growth. It drives better employee experience, workplace productivity, and retention rates. Also, it plays a huge role in the success of workplace wellness programs.

Of the many different employee engagement strategies, seeking employee feedback is an effective and crucial way.

It’s simple! Employees want to be heard. They want their opinions to be considered in the workplace. This boosts their morale and confidence, thus facilitating better workplace engagement. Apart from work or workplace-related feedback, seeking employee opinions and knowing their specific health and wellbeing needs will help in better designing of workplace wellness programs.

Conducting frequent pulse surveys for employee engagement may also help in assessing health and wellbeing needs more effectively. And so, Employee Pulse Surveys could be one of the best opportunities to understand workforce concerns and requirements.

A survey by Achievers Workforce Institute revealed that many employers measure their workplace engagement just once annually through employee engagement surveys. However, employees want to offer their feedback more frequently. This is where pulse surveys come into the picture.

What are Engagement Pulse Surveys?

An employee pulse survey is a small strategic questionnaire that helps understand and measure a specific area over a while. Ideally, pulse surveys are quick and easy to participate in, making them one of the best employee engagement strategies. They also allow the collection of streamlined data and timely evaluation of the outcomes. So organizations can respond to the feedback and address the concerns quickly.

According to the Achievers Workforce Institute Culture report, the relationship between employee engagement and the number of engagement surveys is directly proportional.

Almost 46% of employers conducted an employee engagement survey annually, and 33% conducted it once in two years or even less. Only 21% of the organizations carried out quarterly pulse surveys or at least three times a year. These frequent workplace pulse surveys allowed them to focus on taking the right actions without further delay. By conducting annual or less frequent surveys, employers may miss out on the opportunities to engage their workforce, create a workplace culture, or offer the right health and wellness modules for workplace wellness programs.

The one-size-fits-all approach does not fit well for the workplace programs since each employee has a different workplace, health, and wellbeing requirements. And so, the pulse survey questionnaire must be customized according to the capabilities, culture, and policies of the organization. 

Know more about Pulse Survey Questions


Benefits of Company Pulse Surveys

Here is why company pulse surveys can benefit organizations and help with better workplace wellbeing.


  • Improves Communication and Employee-Employer Relationship

More than 58% of respondents, both employees and employers, of the Achievers Workforce Institute study said they would want their company to conduct more pulse surveys frequently. Around 67% of retail-related respondents agreed with the same. Seeking employee feedback more often maintains a flow of assessment at the workplace. Frequent engagement pulse surveys improve communication amongst the employees and also between the employees and employers. Employers must also go the extra mile to discuss the survey with the workforce and how the outcomes will be used for better workplace wellbeing.

  • Drives Employee Engagement

Pulse surveys are directly proportional to employee engagement. The more frequently they are conducted, the higher will be the engagement and vice versa. Achievers Workforce Institute depicted a clear correlation between the two parameters. Companies that conducted employee feedback pulse surveys more than four times a year saw a higher employee engagement rate of 41%. On the other hand, engagement surveys conducted less than once a year or less frequently saw only 22% engagement.

Although seeking frequent feedback influences employee engagement, it cannot be the only implemented strategy in the workplace. It is imperative to enforce other engagement strategies like check-in tools, communication, gamification of wellbeing programs, incentives, and more, in addition to addressing the feedback concerns. These measures give a feeling that employees are valued, thus boosting their morale, advocacy, enthusiasm, loyalty, and overall engagement.

  • Allows Employees to Give Honest Opinions

Many companies think having one-on-one discussions with the employees or manager check-ins is enough to seek feedback. Achievers Workforce Institute asked if employees would be honest with their manager or in a survey. Almost 77% of employees opted for the survey and only 23% said they would be honest with their manager. This key query emphasized the need of conducting pulse surveys at the workplace to seek honest feedback from the workforce. The fear of discrimination or impact on their job makes it difficult for many employees to be candid in their feedback discussions. An anonymous survey can be a better option if employers are looking for honest responses.

Employees and employers face challenges all the time, especially during uncertain times like the recent COVID-19 pandemic. Listening to the workforce about their concerns and interests is one of the most reliable employee engagement strategies. Unlike olden times when most organizations relied only on in-person discussions and annual engagement surveys, frequent employee pulse surveys are more effective at building a healthy and positive workplace culture.

So, if your organization is looking to surpass workforce expectations, boost engagement rates, and drive workplace wellness, conducting frequent and relevant employee pulse surveys should be an integral part of the strategy.