Getting Started with Pulse Surveys

Learn everything you need to know about getting started with pulse surveys.

In a previous post, we discussed that pulse surveys are a quick and easy way to collect feedback from employees on a consistent basis.

In this post we’re going to share tips on how to get your team onboard with the idea. We’ve collected feedback from managers, and summarized what the most effective ones do to gain team adoption (without the epic fail).

Don't surprise your team

The first and most important thing you can do when implementing a pulse survey is very simple.

Keep them in the loop.

Specifically, if you send an email asking for feedback without providing context for why you’re sending it, you’re asking for low response rates and apathy towards giving feedback.

We recommend that you mention it during your weekly meeting, or send out an email explaining what you hope to accomplish. For example, here’s a sample template you could use:

Example Email

“Hey Team!

I just wanted to let you know that we’re going to be using Friday Feedback. It’s a quick and easy way to give me feedback on the best (and worst parts) of your week.

What’s the point? It’s simple – I want to do everything I can to help you be more effective (and happy) at work. Constant feedback (even on seemingly little things) is what I need to make this happen. If I don’t know about something, I can’t help.

You’ll receive your first email on Friday morning and it takes less than five minutes to complete.”

The most important parts of this email:

  • Be specific about when the feedback is required (Friday).
  • Solves for “what’s it it for me?” If employees want a better workplace, they need to provide feedback. It's that simple.
  • Sets context for what type of feedback you as a manager are looking for (small pieces of feedback is fine)

Let us handle the details

There can be a lot of admin work required to get the team up and running with pulse surveys. For example, your team may be busy, so you'll want to remind the ones who haven't completed their weekly survey.

If you signup for Friday Feedback, we manage all the admin and reminding for you, so you can get back to being a manager. Friday Feedback makes insights nearly automatic. With that being said, there's one time when your efforts can have a very high impact.

The first week (is the most important)

The first week of pulse surveys is the most important. It’s where you reinforce your expectations to your employees. We find that the most important week to get the team onboard is the first week. If you want your team to give feedback, you need to ensure that the team responds.

We have a handy view on the results page to help you see who’s responded (and who hasn’t).

We also help you remind employees to complete the survey. If an employee doesn’t answer on Friday, we will send a reminder email on Monday too.

Integrate Feedback

The most important thing you can do with feedback is actually use the insight to drive business outcomes. If you collect feedback, but do nothing with it, you’re wasting your time (and employees too). Employees should know that you're listening and improving based on their feedback.

For example, In your weekly meeting, say “I got feedback and we’re going to change XYZ.” If the employee who provided feedback is willing to have you share specifics, mention “Susan gave feedback last Friday and I thought it was great.”

With the individual reports, you can easily refer to Friday Feedback in your one-on-ones. Many managers already do.

Should taking a pulse survey be required?

This is a great question! We recommend motivating with a carrot instead of a stick.

Certain managers make answering pulse surveys a requirement, others choose to reward employees who consistently give high quality feedback. For example, you could reward employees with gifts/perks like an Amazon gift card. Or even something basic like cookies (who doesn’t love cookies!).

Wrapping up

  • Give employees advance notice about what you’re doing (and why)
  • Set clear expectations (is this required or optional)
  • Incentivize those who give high-quality feedback
  • Integrate it into your work routines.

Would you like to become a more effective leader? We will help you quantify how your team is performing (and feeling). No guesswork required.

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