Pulse Surveys - Do They Make Sense - 23jul15

Copyright©2015, Talent Map. All rights reserved.
PULSE SURVEYS: DO THEY MAKE
SENSE?
Webinar: July, 23, 2015

2
Topic Agenda
Item Time (min)
Introduction to TalentMap 5
What, why and how of “pulse surveys” 20
TalentMap Pulse 10
Q&A 10
Agenda

The Gap that Causes Employee Engagement Today
We live in 2015
and work in
1970.
3

Not Enough Executive Attention
4
Does an executive ’s brain in your
enterprise represent a balanced view?
Or is the focus primarily on
the financials?

TalentMap by the Numbers
• 15+ years in business
• 1,000+ engagement survey projects launched since inception
• Hundreds of engagement survey projects launched each year
• 1 million+ employees surveyed annually
• Benchmarks by size, industry, geography and others
• Products include standard and custom
• Engagement, Pulse, Entry, Exit, 360 & Custom (Culture, Safety, etc.)
• Services include action planning
• Focus groups, workshops, blended leadership training & coaching
• Only 1 Focus
5

Sample Clients & Benchmark
6
Programs & Partners Technology & Engineering Nonprofits/Government Healthcare
Financial Services Logistics & Other

Some Of Our Associations / Partnerships
7

Our Products/Services
• TalentGage & TalentGate Pulse
• engagement, productivity, retention, innovation, discretionary effort
• TalentEntry/Exit & Talent360
• onboarding, productivity, engagement
• exit feedback, engagement, employment experience
• leadership development, engagement, discretionary effort
• TalentGate Platform
• Self manage- design, deploy and report platform with expert advice
• TalentMap Action Planning Services
• Consulting
• TalentAction Platform
• TalentMap Academy
8

We Answer Four Key Questions
9
1. How engaged are your
employees? (scale out of 100)
2. How effective are your
workplace practices?
3. What are your most powerful
drivers of engagement?
4. Where should you focus your
efforts to improve
engagement? (for your biggest ROI)

We Help you Connect the Dots for Your Executives
10
Employee
Engagement
Employee
Productivity
Employee
Retention
Discretionary
Effort
Customer
Value
Customer
Satisfaction
Revenue
Growth
Profitability
TalentMap’s 12 high
performance work
practices that drive
employee engagement

Why Pulse Surveys?
11

Building Awareness! - Last 10 years of Google Search
12
March 2015
100%

Deloitte’s Career Ladder to Career Lattice
13
Ladder progression Lattice pathways
• Multidirectional and customized
• More adaptable
Example of more varied paths for
growth and development
Example of linear career paths

Experimenting – Stand up office?
14

Experimenting - What’s Next…The Jolt?
15
The jolt™’ is a wristband, which sends an electrical shock to the person wearing the
device when he/she has not been adding any tangible value to his/her team/company
in 12 hours (The time can naturally be adjusted to the preferences of the client).

What is a “Pulse Survey”
• A pulse survey is different than a traditional employee survey in
that a Pulse survey is brief , more specific in goals and is
conducted on pre-defined employee groups.
• A Pulse survey is a technique for gaining limited information about the
organization's workplace climate quickly. The information would be
limited, relative to a traditional survey, on one or both of the following
dimensions: content and generalizability.
16

Find Smoke Before it Becomes a Fire
17

Benefits of a “Pulse Survey”
1. Gives organizations time to react to emerging problems before
they get worse.
2. Helps keep issues on the table as part of the ongoing daily
discussion and decisions about running the business.
3. Enables timely measurement of issues that are hot for
Executives.
4. Removes some excuses for not acting on results that are seen
as dated or irrelevant.
5. Acts as an effective employee relation strategy.
6. Helps in process and work culture improvement.
18

Drawbacks of “Pulse Surveys”
1. Tools that enable the inexperience to develop surveys
2. Increases over surveying in organizations
3. Additional investment
4. Potentially reduces response rates and lower accountability for
results
5. Information overload and data is of questionable value
• Proven tool?
19

Types of “Pulse Surveys”
• Snapshot
• a glimpse or picture in time of the opinions, thoughts or ideas of a given
employee population.
• Performance Indicators
• uses an index score on a subset of questions, to measure improvement in
employee engagement
• Audience or Topic Specific
• Millennials, vendors, customers, volunteers
• Follow up Survey
• Often questions asked about the process of action planning :
• Did you participate in a feedback session? Did you participate in an employee
action team and key driver topics (i.e. training, team building, leadership
development, etc.).
20

Nordstrom’s People Lab
21

Nordstrom’s People Lab – Check-ins
22

23

NikoNiko – Not Happy at Work? Swipe to Tell Your Boss
24

NikoNiko – Not Happy at Work? Swipe to Tell Your Boss
25

26

27

Top 10 “Snapshot” Pulse Questions
1. How do you feel about coming to work every morning?
2. Does your manager inspire you?
3. Do the days you want to come into work out number the days you
don't want to come into work?
4. Choose the five words that best describe how you feel about coming
to work?
5. Do you feel proud to tell people you work here?
6. Do you have the tools to enable you to do your job effectively?
7. Do you have the opportunity to contribute to decisions that affect
you?
8. Do you understand how your role contributes to retrieving business
outcomes? Do you trust the information you receive?
9. Do you feel valued for the work you do?
28

Other Sample Pulse Questions
On a scale of 1 to 10…
1. How likely do you see yourself working here in one year?
2. How happy are you at work?
3. How likely would you refer someone to work here?
4. How valued do you feel at work?
5. What do you love about your job?
6. What's the one thing that we do very well here that we should
continue doing or do more of?
7. With eyes closed and fingers crossed can you recite your
organization's vision, mission, and other cultural values?
8. If your company were an animal, what would it be?
29

TalentPulse - Approach
• Administer real-time, brief pulse surveys:
• Pulse assessments can connect with employees on their computers or smart phones,
providing a brief and user-friendly employee assessment experience designed to
capture maximum data in minimal time.
• Make efficient use of random sampling:
• Our ability to manage a rolling, random sample of employees, allows you to gain from
real-time feedback without over-surveying the same participants.
• Stay confident with scientifically sound indices:
• Our indices are designed to capture data quickly without sacrificing scientific credibility,
delivering valid data that can reliably support important decision making.
• Manage trends with real time, online reports:
• Simple, powerful and effective reports eliminate lag time between administration and
insight. Results are analyzed and posted as often as they are submitted, keeping pace
with every development you are.
• Track your evolution over the year:
• More frequent measurement supports more sophisticated analyses, allowing leaders to
better understand how business factors can impact one another over time.
30

Benefits of TalentPulse
1. Generates Meaningful Conversations.
• “People come to tell me why they’re having red days!” one leader
said. You’ll have a tangible number when talking to employees and in the
boardroom, as opposed to “I think people liked our X and Y initiative…”
2. Ongoing Temp Check.
• Stay on top of your team. Are you improving things at work? Get early
warning signals when morale drops, to apply continuous improvement.
3. Get alerts.
• Check the impact of All-Hands meetings, important
communications… HR will know when it’s getting urgent to talk to your
people
4. Low cost
• Annually flat rate license or on-demand per team/user monthly
31

Deployment
PC & Mac
iPhone,
iPad,
Blackberry
Android
32

Drivers of Engagement
33
Survey Dimension
Relative
Weight
(Impact on
Engagement)
PROFESSIONAL GROWTH 21.1%
SENIOR LEADERSHIP 11.5%
IMMEDIATE
MANAGEMENT
10.1%
ORGANIZATIONAL VISION 10.0%
INNOVATION 9.2%
COMPENSATION 9.1%
TEAMWORK 7.2%
WORK ENVIRONMENT 5.6%
CUSTOMER FOCUS 5.5%
PERFORMANCE
FEEDBACK
4.3%
WORK/LIFE BALANCE 4.3%
INFORMATION &
COMMUNICATION
2.1%
 An index is created for each of the 12 dimensions (an average score for all of the
standard items included in that dimension).
 RWA (Relative Weight Analysis) is an approach used to evaluate the relative
importance of predictor variables when dealing with correlated predictors. This
technique accounts for potential multi-collinearity between predictors.
 Relative weights for each of the predictors represent the percentage of variance in
the dependent variable explained by each predictor considering both its direct effect
on the dependent variable and its joint effect with the other predictors.
 Relative weights are reported as percentages ranging from 0 to 100%. We call those
survey dimensions with the largest relative weights “drivers” of engagement.

How Some TalentMap Clients Use “Pulse Surveys”
• A financial & insurance client used a pulse survey to temperature check
whether progress had been made on areas for action identified by the
census survey.
• Results were mixed—some of the actions were clearly working but others
required a change in strategy. Overall this allowed them to change the
milestones and strategy early on, saving them from investing in a flawed plan.
• A healthcare industry client used a pulse survey to examine manager
effectiveness, an ongoing focus area for the organization.
• The pulse survey revealed employee concerns regarding the frequency and
quality of coaching and feedback they received from their immediate
managers. The results led to a revamp of the existing coaching and feedback
program to standardize processes and incorporate manager accountabilities.
This ultimately helped to ensure standards for frequency and quality of
coaching and feedback across the organization.
34

35

36

37

Detailed Pulse Report
38

Quick, Short Weekly, Monthly, Quarterly 1-Question Surveys
39

Simple Real-Time Online Pulse Results
40

Summary
41

80% of Firms Survey - Only 40 % Act on the Results
42

TalentMap View: Pulse Surveys Can be Effective but…
1. Not a substitute for regular full-content census surveys.
2. Technology is not the solution to engagement
• The solution relates to effective leadership, management and education –
technology is just an enabler
3. The KISS of DEATH
• Regardless of the type of survey you run - full or pulse or both, ‘lack of
action’ is the kiss of death to any type of employee survey
43

TalentPulse Beta Program – SIGN UP
• Program launches in Fall 2015 (October)
• Weekly or monthly one question “pulse survey” to all employees
• Managed by TalentMap
• Administered with client
• 6 month trial program free
to first beta clients
• Online real time reports
44
Email – Sean Fitzpatrick: to sign up or learn more
Sfitzpatrick@talentmap.com

Event Format Topic Date
TalentMap Webinar Live Webinar Engaging your Employees through
Onboarding – New Hire Surveys
Aug 13th
12:00pm EST
Upcoming TalentMap Learning Sessions
sfitzpatrick@talentmap.com
1-888-641-1113, 500

Characteristics of Traditional and Pulse Surveys
46
Characteristic Traditional Surveys Pulse Surveys
FREQUENCY annual or biannual, limited opportunity to
tap timely or hot topics
Quarterly, monthly, weekly, daily, greater
opportunity to tap timely or hot topics
PARTICIPANTS Full census of employees (sometimes a
sample); results often available for first-line
managers
Typically a sample (for example, 25 percent
each quarter) sometimes a census; limited
reports for lower-level results (first-line
managers)
PROCESS Measure, analyze, create action plan, and
implement actions before surveying again to
evaluate impact
Measure and analyze in the short term but
act and evaluate on longer-term trends;
opportunity to address problems early
CONTENT A wide range of factors and frequently based
on an organization or engagement model
(high-level) assessment of engagement or
mood. Often a specific area of focus (key
driver, current organization initiatives)
LENGTH Varies but typically longer (50 to 150 items) Varies but typically shorter (1-25 items)

Characteristics of Traditional and Pulse Surveys
47
Characteristic Traditional Surveys Pulse Surveys
METHOD OF
ADMINISTRATION
Increasingly conducted online, but some
still require paper to ensure the ability to
reach frontline, geographically dispersed,
and technology un-enabled
Typically perceived to be an online
(technology-enabled) process;
EASE OF
ADMINISTRATION
Mixed: some organizations rely on expert
survey vendors; others have internal survey
groups and/ or internal custom online
survey programs
Generally self-service (Surveymonkey),
simple-to-use tools are often to build,
administer, analyze, and report the
survey). Recently a growing set of ‘pulse
survey’ companies have sprouted
PROMOTIONS/
COMMUNICATION
Event-based communications, posters,
general marketing, and hype to drive the
process and enhance participation,
accountability, and action planning
Promotion of actions and success stories
rather than the survey event. Ongoing
trending and timely results reinforce the
timeliness of the process and emphasize
real-time nature of data collected.
TAKING ACTION Accountability for taking action is driven to
the lowest organization level possible (for
example, front-line supervisorIteam level)
Can be as targeted as a traditional
survey if taken to the same level (for
example, work group level) but not
typical. Used to track larger trends

Pulse Surveys - Do They Make Sense - 23jul15

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