TINYpulse Alternative

How does TINYpulse stack up to Friday Feedback?

Tinypulse was an early leader in the pulse survey space and we have a lot of respect for them and what they do. With that being said, we’d like to present what makes Friday Feedback different and a viable alternative to Tinypulse. At the end of the day, it depends on what you are looking for.

With that being said, let's dig into the differences.

Anonymous Feedback

The most important difference between Tinypulse and Friday Feedback is regarding how feedback is collected, namely the contrasting views regarding anonymous feedback.

Many leaders (and Tinypulse) believes that the most honest feedback happens when a survey is anonymous. It’s an effort to keep employees from playing politics, or to be extremely positive (even when something is going wrong). If the employee’s name is attached, it means the feedback is probably filtered.

We agree with this analysis for the most part. There is a time and a place to anonymous feedback, but we don’t believe it’s the most effective way to collect feedback, especially on a recurring basis.

The current state of feedback at work

In workplace culture, there’s a few mechanisms managers use to collect feedback from employees. We’ve listed the pros and cons below:

Weekly Meetings
If any employee gives feedback in one of these meetings, there’s a high probability they are filtering feedback as they care what other coworkers think.

Open-office policy
Managers oftentimes will say, “my door is always open.” While this is good in theory, many employees don’t want to be seen walking to the boss’ office to give feedback. It triggers office gossip. So fewer people do it.

One-on-Ones
This is one of our favorite techniques, yet if you’re a manager, and you ask a question and put an employee on the spot, they may become worried about saying something the wrong way. It can also be tougher to give direct feedback to your boss in person. So filtering happens here too.

How Friday Feedback collects unfiltered feedback

Put simply, all traditional methods of collecting feedback are filtered. The feedback that Friday Feedback collects is less filtered than these traditional methods because:

  • Employees have time to properly compose a clear message to their boss (and put some thought into it).
  • Can avoid the pressure of an in-person meeting.

2.) So when is anonymous feedback okay?

We recommend if you want to send an anonymous survey, do it 1-2x per year. You can use Wufoo, Survey Monkey, or Google Forms for this. But the anonymous feedback that the Tinypulse platform is built on has a few major flaws in our eyes.

3.) Anonymous Feedback isn't actionable

If you’re going to answer a few questions every week, it needs to have someone’s name attached.

Collecting feedback on a consistent basis (something both Tinypulse and Friday Feedback do) opens up the door for more timely and actionable feedback. For example, someone may not mention that a coworker’s headphones are a little loud in a performance review, but it’s something they most definitely say in a pulse survey.

Here’s an example of another piece of feedback:
“I had a tough time paying attention this week because Jim’s headphones were pretty loud. I asked him once, and I don’t want to seem like I’m overreacting.”

If someone’s name wasn’t attached to this, how would you know who to follow up with? You wouldn’t!

This is why we are staunchly opposed to anonymous feedback. It doesn’t help managers provide timely support to their employees, so it’s not nearly as actionable.

4.) Not all feedback is created equal

This may seem harsh, but feedback from the VP of Operations is very different than feedback from a customer service rep. We believe you should collect feedback from everyone inside the company (including CSRs), but if you don’t know who provided the feedback, it’s tough to determine the context of the feedback.

Tinypulse would allow you to segment feedback based on a team, but it's tough to understand the context around "what" if you don't know "who".

5.) Who said what?

Anonymous feedback creates a culture of “who said what?” It can very tough to focus on what the feedback says because managers can easily spend most of their time wondering “who said it.”

On small teams, anonymous feedback can be disastrous too, as writing styles can easily be detected.

To their credit, Tinypulse offers the ability to follow-up with anonymous feedback, but then what will a manager say? “Please come forward?” or “I can’t help this situation if I don’t know who you are.” For many types of situations, this is not an ideal outcome at all.

6.) Not all feedback is negative

It’s easy to think of worst-case scenarios when collecting feedback, but can we propose a radical idea that not all feedback is negative? In reality, feedback can be positive too. It’s possible you may be worrying about nothing (if you spend your time thinking about the downsides to feedback with someone’s name attached).

Tinypulse Pricing

Lastly, Tinypulse starts at $5/month per seat, and you need to pay for a year upfront. This is pretty standard pricing. But there’s one problem.

If you invite one hundred people to take part in Tinypulse, and have a 70% of the 100 people who respond, you will be charged for everyone you invited. In short, you’re paying $5/month to send someone a survey, regardless of whether they are responding or not. The pricing per seat gets more expensive, because if only 7/10 respond, it’s more like $7 per seat per month.

Please note - the math varies depends on the response rate (which varies depending on the organization).

With Friday Feedback, you can see an individual’s response rate, so it’s easy to remove inactive users. We don’t want you to pay for people who aren’t using the product. It’s that simple.

In Conclusion

If you’re interested in learning more about Friday Feedback, we have a 3-week free trial with no strings attached. Tinypulse has the same thing. Try both services and see which one is right for you!

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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