An employee pulse survey is a rich source of real-time employee sentiment, but merely gathering data isn't sufficient. The actual prowess lies in converting that feedback into tangible actions that address employee issues and move your organization forward. Let’s see how to act on pulse survey results.

Source

Acting as per the Kind of Results

Based on how you frame pulse survey questions, it can lead to diverse results. Here's how to tune your actions based on key findings:

High Overall Satisfaction

If you find that the employee pulse survey had a high overall satisfaction, then:

• Reinforce Positive Practices: Identify and amplify the strengths of teams, individuals, and departments highlighted in the survey. Share success stories and acknowledge individuals who contribute to positive experiences.

• Additional Actions: Conduct deeper dives into specific satisfaction aspects to identify opportunities for further enhancement by the time you roll out the next employee pulse survey.

Specific Areas of Concern

If the pulse survey reveals specific problem areas - team morale, churn possibility, and conflict in interpersonal dynamics, you might have to do the following:

• Address Hotspots: Prioritize areas with the most significant impact or ROI on engagement or productivity. Formulate action groups or task forces to develop solutions and keep track of progress until the follow-up pulse survey rolls out.

• Additional Actions: Communicate directly to the stakeholders (managers, team members, senior leadership) about the identified concerns and the steps being taken to address them. Be transparent and involve employees in the solution-finding process.

Variations Across Departments

At times, an employee pulse survey can reveal department-specific uses. In that case, as an HR, you have to do:

• Targeted Interventions: Develop targeted action plans for specific departments or teams facing unique challenges. Customize communication and engagement strategies to their needs and focus on the primary success metric that the employees also agree to.

• Additional Actions: Conduct focus group interviews with these specific groups to gain a better understanding and validate proposed solutions.

Source

Pulse Survey Results: See Beyond Numbers

Here are a few more categories of action that an HR can focus on based on the typical results of an employee pulse survey.

• Workload: Implement flexible work arrangements, offer training on workload management, and invest in productivity-enhancing tools.

• Communication: Increase transparency through regular updates, establish clear communication channels, and foster open dialogue within and between teams.

• Recognition: Implement a recognition program to celebrate individual and team achievements and personalize recognition efforts. A carrot is always better than a stick.

• Team Dynamics: Encourage team-building activities for interpersonal bonding, address conflicts constructively, and provide opportunities for collaboration across teams.

• Burnout: Offer burnout prevention workshops, promote mental health resources, and encourage employees to take time off via retreats, paid leaves and so on. To check for this, there are employee happiness surveys as well.

Conclusion: Act on Pulse Survey Results

Source

An employee pulse survey is a potent tool for listening to your employees and understanding their needs. By framing the right kind of pulse survey questions, you can get unbiased data that can be used to take action. As a result, an HR can build a thriving work environment, improve employee engagement, and ultimately drive organizational success.

With AI form builder by WorkHack, gauging insights has never been easier. Get started for free by asking the AI to frame pulse survey questions and check insights in your next pulse survey.