5 Reasons Why Organisations Need Pulse Surveys

5 reasons why organisations need pulse surveys in summary:

Pulse surveys can be invaluable to businesses and their HR teams. This is because:

1. Pulse surveys provide timely and actionable insights into employee sentiment, helping organisations address issues before they escalate.
2. By regularly checking in with employees, pulse surveys foster a culture of listening and mutual respect, which enhances morale, productivity, and retention.
3. Pulse surveys enable organisations to quickly adapt to changes by identifying emerging trends and addressing concerns in real-time

Retaining employees was never simple, but it’s certainly not getting any easier.

A recent survey found that 72% of HR teams are struggling to retain top employees, with 22% admitting it’s very difficult. While these figures may not surprise people professionals, they’re set against a backdrop of economic uncertainty following the Government’s budget in late 2024 – particularly the planned increase in National Insurance contributions.

With that rise now looming on the horizon, many businesses are tightening their financial belts. As a result, they’re not only scaling back hiring, but also finding it harder to offer competitive salaries and benefits, making retention an even greater challenge for HR teams.

So, with budgets tight and hiring potentially off the table for many, how can HR teams step up their retention game? One approach is pulse surveys: quick, regular check-ins that gauge employee sentiment and identify potential issues before they escalate.

What are Pulse Surveys?

Pulse surveys are short, frequent surveys designed to capture snapshots of employee sentiment. Unlike traditional annual surveys that can feel longer than the Great Wall of China, pulse surveys are short, snappy, and easy to complete.

Unlike more general surveys, pulse surveys can be laser-focused on specific topics, like employee engagement, workplace culture, or reactions to organisational changes. And their goal? To measure the “pulse” of your workforce and identify trends or issues before they snowball into bigger problems.

Why traditional employee surveys aren’t enough

Now, at this stage you might think that annual engagement surveys may be enough when it comes to gathering feedback from your workforce.

However, whilst annual surveys have their place, they’re simply not enough on their own. Not to mention they can take forever to complete, are often generic, and by the time you’ve analysed the results, the workplace reality may have already shifted. Imagine waiting 12 months to find out your team’s morale has gone through the floor… by then, your top talent could already be out the door!

On the other hand, pulse surveys are the instant messengers of the feedback world. They provide businesses and HR teams real-time insights, allowing organisations to respond quickly and stay ahead of potential issues.

It’s the difference between having a yearly weather forecast versus a live weather app. One keeps you prepared, the other leaves you drenched in an unexpected downpour.

So, why do organisations need them?

1. They offer real-time employee insights

Let’s face it: employees’ moods and experiences can change faster than the office Wi-Fi drops during a video call. Pulse surveys capture these fluctuations, providing organisations timely, actionable insights. For example, are employees stressed about a recent policy change? Is team collaboration thriving or diving? Pulse surveys help you stay tuned in to the nuances of employee sentiment.

2. They can boost employee engagement

When employees feel heard, they’re more likely to stay engaged. A pulse survey is like asking, “How are you, really?” and (more importantly) actually caring about the answer. It fosters a culture of listening and mutual respect which, in turn, boosts morale, productivity, and retention. Remember, happy employees’ equal happy customers.

3. They support organisational agility

Businesses that can’t adapt are like Blockbuster in the age of Netflix – doomed! Pulse surveys empower organisations to pivot quickly by identifying emerging trends and addressing concerns in real time. Whether it’s navigating a merger, adopting hybrid work models, or rolling out a new HRIS, pulse surveys act as a guide through the stormy seas of change.

4. They measure the impact of your initiatives

Launching a new workplace policy or initiative? Pulse surveys let you measure their impact almost immediately. Say you’ve introduced a flexible work policy. A quick survey can reveal whether employees love it, hate it, or feel utterly confused by it. This helps you tweak and tailor initiatives to ensure they hit the mark.

5. They foster a culture of transparency

Transparency is the magic ingredient for trust. Regular pulse surveys signal to employees that their opinions matter and that leadership is genuinely interested in making improvements. Just make sure you follow up on feedback! After all, there’s nothing worse than asking for input only to let it gather dust in someone’s inbox.

More surprising ways pulse surveys can help your organisation

While most people associate pulse surveys with employee engagement, they also have a surprising range of other applications, including:

• Predicting turnover: Frequent surveys can uncover early warning signs of burnout or dissatisfaction, allowing you to address issues before they result in resignations.
• Enhancing inclusion: Asking questions about diversity, equity, and inclusion (DEI) can highlight areas where your organisation needs to improve.
• Testing hypotheses: Want to know if that “Casual Fridays” idea is a hit or a miss? A quick pulse survey can give you instant feedback.
• Strengthening employer branding: Regular feedback loops demonstrate that you’re an organisation that cares, which makes you more attractive to top talent.

If you want to learn more about how to run a successful pulse survey, check out our quick guide here.

The all-important ROI

Of course, investing in pulse surveys and the HR software to conduct them isn’t just about making employees feel warm and fuzzy; it’s about tangible business outcomes. Thankfully, companies that actively listen to their workforce often experience:

• Higher employee retention rates,
• Improved productivity,
• Better customer satisfaction,
• And stronger financial performance.

So, the connection is simple: when employees thrive, businesses thrive. And pulse surveys are the bridge between those two realities. If you’re looking to make a big difference with a small investment, then start running pulse surveys! Because staying in tune with your employees isn’t just good management… it’s great business!

Paul Bauer

Paul Bauer is the Head of Content at Cezanne. Based in the Utopia of Milton Keynes (his words, not ours!) he’s worked within the employee benefits, engagement and HR sectors for over four years. He’s also earned multiple industry awards for his work – including a coveted Roses Creative Award.