Step 2: Scheduling and Deployment
As mentioned above, determining when and how often you send pulse surveys depends on how quickly you expect and need to see measurable change in specific levels of engagement.
In other words, what are you trying to improve and how soon?
But scheduling can also affect participation rates. The higher the rate, the more representative and useful the feedback will be. As you plan your pulse survey sequence, keep these factors in mind:
- Consider the employee calendar – for example, try to avoid holidays, other HR events like open enrollment, performance review time, etc.
- Make it accessible to all employees – give workers as much flexibility as possible with mobile surveys and plenty of time to complete when it’s convenient.
- Create a communication plan – be transparent about why you’re conducting the survey and what you intend to do with the results.
Of course, this process — along with the steps that follow — is made much easier with technology that automates notifications and collects the right data.
Step 3: Analyzing Data and Interpreting Results
There’s a reason this step falls in the middle of the pulse survey process: The effectiveness of your pulse survey hinges on what you do with the data you’ve collected.
Luckily, HR professionals don’t have to be data scientists to uncover meaningful insights — they can use a tool like Employee Voice that provides rich analysis into key drivers of engagement.
With a simple dashboard, Employee Voice identifies which drivers are areas of opportunity and recommends actions to improve those engagement levels. Then, as you deploy pulse surveys and collect more data, Employee Voice displays results over time so you can see whether those actions are having an impact.
Step 4: Take Action!
The purpose of any employee feedback tool is to help an organization change for the better by removing barriers to engagement — which in turn improves productivity, profitability, and other performance outcomes.
That’s why we built action planning functionality directly into Employee Voice. Using the tool’s best practice recommendations as a foundation, users can create and add their own custom action items.
Because Employee Voice is integrated with the Paylocity platform, HR admins and others with role-based permission can assign tasks to individual contributors. These action items appear on the user’s Employee Self-Service (ESS) to-do list.