Employee pulse surveys offer the opportunity to collect ongoing feedback, rather than relying upon only an annual engagement study or performance evaluation. Learn the basics, then start checking employee pulse and improving employee experience!

1. How to launch an
Employee Pulse Survey
A SoGoSurvey Quick Start Guide

2. How often do you check in with your employees?

3. • The Rationale
• The Questions
• Best Practices
• The Results
• Advanced Options
We’ll cover…

4. The Rationale

5. Conducting an employee engagement survey
on an annual basis is a good start, but it’s not
enough.

6. Because employee experience can
change quickly, it’s useful to check in
more regularly. Changes in policy or
workload, personal or global events, and
economic issues can all impact
employees – and their experience,
engagement, and productivity.

7. Pulse surveys shouldn’t take more than a
few minutes to complete, which means that
employers end up with useful data without
inconveniencing employees.

8. The Questions

9. • A pulse survey doesn’t require
an extended introduction. If
it’s something you’re doing
regularly, they’ll get it.
• A clear title is often enough.

10. • A limited question or set of
questions may be included,
but they should all be focused
on the same topic.

11. • Choose a single metric
question that you’ll track
across every pulse survey.

12. • Including an open-ended text
field is a great way to collect
feedback about anything
that’s come up recently in an
employee’s experience.
• If you do, it’s very important to
read the answers!

14. Best Practices

15. • Set a schedule and stick to it. Some
organizations use monthly pulse surveys,
some run them weekly, and some even
use a single-question survey every day.
• Consider the broader context – what’s
going on in your organization, what’s going
on in the world – and consider also the
items you’d like to measure.

16. • Ensure employees understand that this is a
legitimate and well-intentioned effort to
learn about their experiences.

17. • Pick a meaningful metric question –
satisfaction, eNPS, etc. – and stick with it.
• This question should be the only one you
consider setting as mandatory.

18. • If you run an employee engagement study,
consider using the same dimensions and
questions across your pulse studies.
• Depending on the frequency of your pulse
surveys, consider balancing more serious
and more light-hearted topics and
questions across your surveys.

19. • Review results regularly!
• Track trends in your key metric question
and compare dimensions with your last
engagement project.
• Use what you learn, take action to address
any issues, and share results as
appropriate.

20. The Results

24. Advanced Options

25. • Consider carefully if it’s important to
include any information about participants,
then be transparent about it.
• Ideally, employee pulse surveys should be
anonymous, but if the results are only
useful in a certain breakdown (location, for
example), keep it simple.

26. • Develop an employee experience program
that includes both employee engagement
and employee pulse surveys.
• Conduct an employee engagement study
at the same time annually or bi-annually.
• In between, conduct pulse surveys to
monitor key driver and dimension trends.

27. • Examine trend analysis over time or across
groups (locations, departments,
managers/non-managers, etc.) with the
Dimensional Analysis Report.

28. • Distribute pulse checks and track all of
your data in one place through an
automatic flow that connects your
employee directory data to your results and
generates a dynamic dashboard.
• Meet SoGoEX!

29. If you’re not keeping up with your employees,
how can you hope to keep them?

30. Email:
Reach us on:
support1@sogosurvey.com
+1 (800) 646-0520

31. Thank You!
www.sogosurvey.com