Employee Engagement

For those in the HR industry, the past few months have been a testing time. There have been many changes and difficult decisions to make, all while adapting to new ways of working. 

With wellbeing taking centre stage, and managers adjusting to leading remote teams, how can we be better equipped to deal with changes ahead?

Since each company has its own challenges and ways of working, a ‘one-size-fits-all’ approach doesn’t always yield the best results. Instead, listening to feedback and colleagues offers greater insight into your organisation. It’ also one of the reasons why wellbeing pulse surveys are growing in interest. 

Pulse Surveys

We all know the importance of effective listening. Feedback provides an important part of employee engagement and employee development. Most of us have at least one annual review a year to track and manage performance. However, in light of recent events, more regular communication is needed. 

At a time when half the population is experiencing increased anxiety, and workplace woes are high on the list, a team pulse check can go a long way in supporting colleagues.

For those new to the term, pulse surveys are quick and frequent employee questionnaires. Pulse survey questions aim to better understand the issues colleagues face, as well as assess productivity and motivation. Sample questions include:

“Do you have access to the right tools to perform your job”

“Rate your job satisfaction on a scale of 1-5”

“On a level of 1-5, how do you rate your work-life balance?”

“Are you given adequate support and opportunity to grow within your team?”

The Benefits of Pulse Surveys

The HR manager can offer guidance into hosting a team pulse check and provide tangible results that can be acted upon.

For instance, some of the benefits of pulse surveys include:

  • Providing statistical evidence to support issues, when influencing change
  • The ability to troubleshoot problems
  • Uncovering themes across teams
  • Helps managers become better leaders
  • Keeps business goals on track
  • Help colleagues feel valued and listened to
  • Aids the company in making better-informed strategic decisions
How to Better Support Managers

HR managers, more than any other profession, are perfectly placed to steer managers in the right direction. 

The data provides an important benchmark to refer back to. As well as using metrics from pulse surveys, HR managers are also able to guide managers in interpreting the results – an equally important part of the process.

This means helping managers to take out the key actions, without taking any of the results personally, or getting lost in the negatives.

The experienced HR personnel can also provide some context around certain analysis, without discounting low scores due to bias, or other situational factors. Most important of all, they can uphold anonymity. 

And finally, as all HR managers know, communication is key when it comes to maintaining an engaged and motivated workforce. Therefore, having an ongoing dialogue with team members remains a priority. Pulse feedback may be your most useful tool, but this needs to dovetail into a larger strategy, involving regular one-on-ones and daily check-ins.

To learn more about employee engagement and pulse surveys, download our FREE Employee Pulse Survey HR Playbook now, and transform your business today.


Laura Belyea