How Pulse Surveys Help You Track Employee Sentiment in Real-Time.
Surwise guarantees high engagement in Pulse surveys.
Employee pulse survey is an extended survey format that allows you to track key indicators such as: work environment, relationships with managers and colleagues, recognition, communication and feedback quality, autonomy and alignment, professional development, compensation, and benefits.
The main feature of Pulse surveys is their ongoing nature: employees receive small sets of questions on a weekly basis, each covering different aspects of the employee experience. This approach provides a frequent and up-to-date snapshot of employee sentiment and helps you understand what is happening in the company in real time.
Customizable Pulse Surveys to Fit Your Company’s Needs.
No survey fatigue — thanks to Surwise.
Pulse surveys are conducted across all employees. The questions may vary, but in Surwise we have selected the most accurate and easy-to-understand wording so that every respondent clearly understands what is being asked.
You don’t need to configure the survey manually - the platform automatically sends questions in small portions to employees.Thanks to built-in gamification elements, Surwise maintains a high level of participation.
This approach enables you to collect feedback from a large share of the workforce, while advanced analytics visualizes the dynamics of each indicator over time.
Benefits of Using Pulse Surveys.
Get a snapshot of key engagement metrics.
The two main advantages of Pulse surveys are frequent feedback and a wide range of engagement indicators that they measure.
This allows you to track changes not once a year or twice a year, but weekly or monthly - depending on the frequency with which the questions are delivered.
As a result, even the smallest shifts in employee sentiment become visible, enabling quick reactions and timely improvements.
Step-by-Step Guide to Setting Up Your Pulse Survey Program.
No setup needed - surveys are ready to use in Surwise.
With Surwise, you don’t need to configure Pulse surveys manually - all you have to do is add users to the platform and launch the survey.
The platform automatically sends questions in small portions, groups the responses, and displays them in analytics by indicator. As soon as new responses come in, the results are updated automatically.
Surwise pulse survey software ensures full survey anonymity, which increases trust and boosts employee participation.
Measuring Success with Pulse Surveys.
Understanding your survey results.
People pulse surveys measure key aspects of the employee experience, including:work environment, relationships with managers and colleagues, recognition, communication and feedback, autonomy and alignment, professional development, and compensation.
Respondents rate each of these indicators on a scale from 1 to 10.The higher the score, the better employees perceive that aspect of their work experience.
A score of 10 represents the highest level of satisfaction, while 1 indicates a very low or problematic level for that factor.
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Can I Integrate Pulse Surveys with Other Employee Engagement Tools?
Integrating Pulse surveys with other employee engagement tools significantly increases the effectiveness of the overall program.First of all, they work especially well when combined with gamification - this boosts participation and provides a more accurate snapshot of employee sentiment.
It is also important to correlate Pulse survey results with other engagement metrics, such as eNPS.This approach helps identify what specifically hinders high employee loyalty, which is later reflected in the eNPS score.
With Surwise pulse survey app you are able to see all indicators always in one place.
How Often Should I Conduct Pulse Surveys?
Unlike other types of surveys, Pulse surveys are continuous. At regular intervals - weekly or monthly - employees receive a small portion of questions. Typically, this is one question from each block that reflects a specific aspect of the employee experience.
The fewer questions sent at once, the more frequently the survey can be conducted. For example, if 3–5 questions are sent, they can be delivered weekly. If the set contains 15–20 questions, it is better to send them monthly or quarterly.
The same rule of survey fatigue applies here: if employees do not see visible results or real improvements after the surveys, participation levels will decline over time.