Pulse survey vs Organizational Health survey
February 05, 2021
At Tripod, we are often asked for advice about conducting pulse surveys in organizations. Although in recent years pulse surveys have gained traction and have been on a steady rise in popularity – are they really accomplishing what we need?
The pulse survey allows the employer to quickly gather data about the engagement of their employees without employees having to spend a large amount of time on filling out lengthy questionnaires or managers using up resources interpreting the results. However, the survey usually only covers a small array of topics amongst a small subset of employees due to its limitations. This may prompt misplaced knee-jerk reactions to negative feedback and misinterpreted information.
An organization-wide survey, such as the Organizational Health survey offered by Tripod, while more costly and time consuming, can provide a much needed deeper insight into the organization’s highs and lows. A specific set of questions based on scientific literature allows for an easy year-over-year comparison and determining linkages and causes of said highs and lows.
The Organizational Health survey, in contrast to standard employee satisfaction surveys, can also provide qualitative data as to how employees themselves could contribute to making the organization more efficient and improving cooperation; all the while bringing out the key elements for developing the managerial and organizational culture of their company.
All in all, we at Tripod strongly believe, that conducting an organization-wide survey one year and a survey focusing solely on the effects of follow-up actions, it is possible to achieve, in a much more efficient way, a thorough overview of the organization’s development than frequent conduction of pulse surveys permits.
Such an approach provides comprehensive information for managing employees’ engagement from a more systematic, wider and an informed point of view.