How and why to create your team’s core values
If you’ve ever worked on a team that has strong core values, you’ll know what a…
In today’s fast-paced world of work, checking in on employees on an annual, quarterly, or even monthly basis is simply not frequent enough.
Maintaining a pulse on your employees’ engagement and collecting their feedback is an essential part of modern leadership. It helps you manage change, coach for development, and increase team performance—not to mention spot issues and take action before things take a turn for the worse or good employees leave.
Pulse Surveys are the answer to the call for a replacement of the dreaded and dusty Annual Review. Short, frequent, fun, and simple, the Pulse Survey offers real-time, digestible data into how your team really feels.
Like checking your online banking, keeping an eye on engagement data becomes a natural, frequent reflex to help you know where to spend more energy and how to best allocate your resources for the overall health of your team.
Offering an anonymous space shows employees that the goal is understanding, and there won’t be any reprimand or finger-pointing for honest constructive or critical feedback. Providing the opportunity for anonymity gives safety to those who are more introverted or might want to touch on more sensitive topics.
Officevibe Pulse Surveys provide managers with anonymized reports using aggregated data. Follow-up questions give employees the choice to toggle anonymity on or off.
Share your team’s results with them! They’re likely curious, and this is a great way to be transparent with your team, let them know how you plan to take action, and ask them for their ideas.
The cardinal rule of surveying employees is to follow through on the results. Showing that you’re willing to turn insights into action builds trust and reduces turnover, and Pulse Surveys help you implement incremental change, rather than attempt a total overhaul after sifting through a mountain of annual survey results.
It’s great to ask questions on a variety of topics in your survey, and then dig deeper where you see issues or inconsistency. Or, if you already know an area that needs attention, you can focus on that topic specifically.
Here are some examples of questions on specific topics:
Once you’ve integrated Pulse Surveys into your organization’s feedback cycles, you can start tracking trends. Cycling through the same questions over time helps you see how things shift and understand the impact of your efforts.
In the Officevibe Pulse Survey platform, we break down 10 Metrics of Engagement into 26 Sub-Metrics, and 120 expert-crafted questions backed by Deloitte. Employees are sent anonymous 5-question surveys on a weekly or bi-weekly basis to help keep a pulse on engagement levels.
Simple graphs break down the data for managers, follow-up questions allow for open-ended feedback, and custom polls offer the opportunity to dig deeper into specific areas. Learn more about how Officevibe’s Pulse Surveys can help you facilitate ongoing feedback at your organization.
However you keep a pulse on how your people feel, collecting employee feedback continuously will help you lead with confidence. Once you understand your employees’ experience better, show them that they’ve been heard by implementing meaningful change.
This article has been updated to reflect current workplace and leadership best practices and trends.
Would you be interested in receiving our newsletter directly in your inbox?