Pulse

Surveys

There are 4 types of Pulse Surveys to accommodate your organization’s needs

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Snapshot

Staff members can respond to any workplace experience at any time

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Performance Indicators

Score on a set of questions to measure improvements

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Audience Specific

Identifies changes or trends in work within management or business

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Follow-up

Questions that are asked about the process of action planning

Common Reasons for Conducting a Pulse Survey:

 

  • Follow-up on change management initiatives
  • Gives a glimpse at employee opinions, thoughts and ideas on any given subject
  • Keeps issues on executive agenda as part of ongoing business discussions and decisions
  • Allows timely measurement of issues that are pressing concerns
  • Gives your organization time to react to emerging problems before they get worse
  • Acts as an effective employee’s relations strategy
  • By listening and responding quickly to your employee’s feedback, they receive confidence and trust

Advantages to Conducting a Pulse Survey:

 

  • It sends out single or several surveys to employees quarterly, monthly, or weekly
  • You can choose from TalentMap’s Library of valid and reliable questions (or create your own)
  • Access powerful real-time, online reporting to react and change any delay between deployment and analysis
  • See how your organization’s survey results compare with annual standard benchmark results

Frequently Asked Questions

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Why should my organization Survey?

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There are many good reasons to gather feedback from employees. Some of these reasons include the following:

  • Online, confidential surveys allow organizations to provide a vehicle for all employees to voice their opinion
  • Surveys help identify where organizations are doing well and where they need to improve
  • Surveys will ultimately increase employee engagement, which leads to better overall business performance and more enjoyable workplace culture for you
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How is engagement score linked to satisfaction?

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Research has consistently shown that employee engagement is powerfully linked to a range of business performance factors such as:

  • Employee performance/efficiency
  • Productivity
  • Safety
  • Attendance and retention
  • Customer service and satisfaction
  • Customer loyalty and retention
  • Profitability

Corporations need to put in place tools to measure performance and ensure they align and engage people to a clearly articulated strategy. Engagement survey data will assist in determining which performance factors are key to your corporate performance. They should have:

  • A “fit for purpose” organizational structure where people understand what is expected of them and what are are accountable for
  • People systems and processes that drive the right behaviours
  • Capable leadership
  • A positive work environment (culture)

These elements drive the level of employee engagement in an organization which, in turn, influences the customer experience and, ultimately, the overall performance of an organization in terms of productivity and profitability.

Integration of these elements will produce powerful and mutually reinforced results: an engaged workforce and a true performance culture. No single initiative can create organizational effectiveness; excellence is required across the full range of the organizational elements if competitive strength is to be built.

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Do you have a library of standard questionnaires?

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Yes, we have a complete library of standard, proven and reliable questionnaires to choose from.

Although most of our work is focused on employee engagement we also deploy safety surveys, compensations surveys, customer and/or member satisfaction surveys, board effectiveness surveys and others. Furthermore, we can help you design and deploy any type of survey feedback you need.

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What statistical measurement is used?

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We use a methodology called Linear Regression. In statistics, linear regression is an approach to model the relationship between a scalar dependent variable y (engagement) and one or more explanatory variables denoted X (the other dimensions measured in our survey). The case of one explanatory variable is called simple linear regression. For more than one explanatory variable, it is called multiple linear regression.

In linear regression, data are modeled using linear predictor functions, and unknown model parameters are estimated from the data.

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What response rate should we try to achieve?

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75%+, and our goal is to help you reach an 80% response rate.

TalentMap works closely with its clients to achieve a high response rate. We provide you with best practices on how to obtain high response rates, and we monitor response rates closely to ensure that there is continuous improvement in our systems and the best practices we share with you.

One of the keys to our high response rates is our online reporting tool. With our online reporting tool, the survey champion can view response rates in real time and filter down by demographics to see what groups require a little more encouragement and support to complete the survey.

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How do we measure the effect of engagement on productivity?

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Employees who indicated that their organizations were one of the best performers reported double the level of engagement compared to employees who reported average organizational performance. 53% of those who saw their organizations as top performers were highly engaged while only 8% of those who reported their organizations as under-performing were engaged.

It is important that the organization find ways to clearly communicate successes that demonstrate how the organization is performing, and especially to find ways to socialize stories of superior performance. Clear, well-planned, high-impact messages can help employees not only see the connection between their work and these successes, but also understand how they support overall organizational performance, which ties directly to engagement levels.

Resource Library

Check out our Resource Library to download the Pulse Survey Info Sheet and to learn more about TalentMap

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