Employee engagement is the key to workplace wellness and the driving force for organizational productivity and growth.
Many employers are now conducting annual employee engagement surveys and polls to seek employee feedback and know their interests. This has been recommended as one of the best employee engagement strategies and tools that help in building a healthy workplace culture.
However, taking annual surveys may probably not be just enough.
The main issue with taking annual surveys is that by the time the employers collect the data and start implementing the strategies to meet employee interests and demands, many employees might leave the organization, or their health and wellness demands might have changed.
Conducting more frequent surveys may help in assessing employee health and wellness needs in a more effective way. And so, Employee Pulse Surveys could be one of the best options.
An employee engagement study showed that almost 77% of the employees were more than glad to sign up for workplace surveys more than once a year. This implies that it is not a chore to them, but they are willing to speak out and give their feedback. Also, allowing the workforce to share their thoughts and ideas will build their trust with the employer.
Employee Pulse Surveys
Simply put, employee pulse surveys are short and easy surveys that ask strategic questions to the employees. The questions are usually directed to know and understand employee interests, views, pain points, and their overall attitude towards their work and the workplace. With point-to-point brief questions, employers can extract honest answers from the employees.
Unlike the traditional long surveys that may tire the respondent, the pulse surveys are short and concise. The lengthy surveys will not only be overwhelming, but the respondents may also lose interest after answering a few questions. This could lead to a fall in the survey response rates, and may also impact the accuracy of the answers.
On the other hand, employee pulse surveys are more specific to the point, informal, and engaging. This reflects in better participation and completion rates with more accurate responses. Also, the pulse surveys are easy to create, execute, and manage, apart from collecting genuine actionable data from the employees.
How Can Engagement Pulse Surveys Help?
Plenty of benefits can be achieved by conducting employee engagement pulse surveys, and a few of them are –
- Presents the readiness of the employers to show interest in their employee needs.
- Allows open communication between the employees and the employers.
- Ensures transparency and accuracy of the answers.
- Empowers the administration to take effective measures before the issues escalate.
- Higher response rates compared to traditional annual surveys.
- Boosts employee morale, confidence, and trust in the employer.
- Improves the relationship between the employers and employees.
- Real-time tracking of the results allows quick implementation of actions.
Pulse Survey Questions
Many employers know it is good to conduct frequent pulse surveys for better employee engagement and workplace culture. However, they are not sure of what kind of questions they need to ask in their survey.
Employers must ask questions that help them know about the employee’s opinion about the workplace and give insights to boost engagement, productivity, and workplace wellness.
- Rate your work-life balance on a scale of 0 – 10
- How good are your opportunities at the workplace to grow your career?
- How happy are you at the workplace?
- Are you clear about your work responsibilities?
- How recognized or acknowledged are you at work?
- How good is your relationship with your colleagues on a scale of 0 – 10?
- Are you having access to everything you need to perform well in the workplace?
- What can the management do better at the workplace?
The questions are endless, but make sure they are apt for your workplace and workforce.
Seeking frequent feedback from employees makes them feel important and valued as their opinions matter to the employer, making them more engaged, loyal, and productive. Also, by knowing the points that are causing disengagement or dissatisfaction in the employees, employers can take quick measures to resolve them, thus, improving employee engagement and satisfaction. This could also help with lower employee turnover rates and better productivity, reflecting on better business growth and workplace culture.