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Employee Pulse Survey
Employee Pulse Survey

Introduction to the Employee Pulse Survey on Empuls

Updated over a week ago

What is an Employee Pulse Survey?

The Empuls Employee Pulse Survey is built on the Deming Cycle principles of continuous improvement. It measures the employee pulse periodically (recommended to run it quarterly) through a time-tested questionnaire and provides real-time insights to HR Teams. The Employee Net Promoter Score (eNPS) is the key metric targeted by this survey, and it offers detailed insights to Survey Admins to improve the organization's eNPS score.

How is it structured?

The survey has a three-tier structure, designed to address the root cause of employee satisfaction or dissatisfaction at the workplace.

At the first level, employees are asked how willing they are to recommend their organization to their friends and peers on a scale of 1 to 10. The responses to this question determine the organization's eNPS, which is the north star metric for employee engagement.

At the second level, employees are asked a set of 15 questions to understand the reasoning behind the employee's score on the eNPS question. These questions cover the entire gamut of parameters that determine the employee experience and are framed on a 5-point Likert Scale (Strongly Disagree to Strongly Agree).

Finally, employees are asked an open-ended question where they can anonymously share their opinions, feedback, or suggestions with the organization. The open feedback question helps the HR team understand specific issues in the employee's words and is a powerful tool for identifying the root cause of implicit issues across the organisation.

How often does it run?

There are two modes of running the Employee Pulse Survey on Empuls.

One-Time Survey Run: The Empuls admins control when the survey is to be triggered across the organisation. The survey invites are sent to all active users simultaneously. This is ideal for organisations with more than 500 employees since it reduces responder fatigue and increases response accuracy. This mode is meant for smaller organisations to collect feedback in one go, analyse the responses, and implement changes. The HR team should re-run the survey once action plans have been implemented based on survey insights.

Quarterly Survey Run: In this mode, one-third of all active users are invited to participate in the survey each month in a quarterly cycle. Empuls groups all users across the organisation in three groups created randomly. Each user group is surveyed once a quarter, covering the entire organisation quarterly. This is ideal for organisations with >500 employees, as it helps the HR team collect employee feedback every month and make improvements on an ongoing basis. Progress can be measured in shorter durations by tracking the movement of key metrics monthly.

Learn more about creating and running Pulse Surveys: Go to our guide on Surveys.

Why should I measure employee engagement?

"To win in the marketplace, you must first win in the workplace," said Doug Conant, CEO of Campbell's Soup.

Doug Conant's view is not an isolated case. Many successful managers and CEOs understand the worth of investing in their employees. An investment is not just monetary, for one of the best investments is to ensure a happy, productive environment where employees are more engaged.

Employee engagement matters, and it matters a lot, be it a startup or a multinational enterprise. The more engaged employees are, the more likely they are to stick with an organisation. Also, engaged employees are more likely to voluntarily go the extra mile to ensure business goals and targets are achieved.

The more engaged your employees, the lower the churn rate and higher the employee retention ratio, ensuring success, profits, and business growth. Importantly, these are not just possibilities but have been tangibly earmarked.

💡For example, businesses with more engaged employees than the average result in 27% higher profits, 50% higher customer loyalty, and 50% improved sales.

eNPS is the North Star Metric

The eNPS, or the employee engagement net promoter score uses the NPS system but replaces clients with employees to measure internal popularity. Employees are asked one question on how likely they are to recommend the company as a workplace of choice. Depending on the answers provided, the eNPS tool categorises employees into promoters, neutrals, or detractors.

Promoters give a 9 (or better) out of 10 for the question and are considered the most engaged employees. These employees are motivated, happy, and enthusiastic about recommending others to join in.

Passives give scores ranging from 6 to 8 out of 10 for the eNPS query. Such employees are considered neutral, having neither a positive nor a negative sentiment.

Detractors give a score within the range of 0 to 5. Such employees are believed to have a meagre employee engagement rate and require a detailed analysis to understand the root cause of their negative sentiment towards the organisation.

How is the eNPS calculated?

eNPS is based on the NPS system developed by Bain and Co's research team headed by Fred Reichheld to assess customer satisfaction and loyalty.

Two questions are asked of an employee in an eNPS assessment:

Question 1) On a scale of 0 to 10, how likely are you to recommend this organisation as a place of work to a friend or colleague?

Question 2) Why did you give this score? (open-ended question)

eNPS is calculated as the difference between the ratio of promoters and detractors at the organisation and can vary from -100 (all employees being detractors) to +100 (all employees being promoters). A score around +30 is generally considered good, and one around +50 is considered excellent. Some companies, such as Hubspot, have an eNPS of around +80. This is one of the highest across industries at the global level.

What Impacts the eNPS?

Key Engagement Drivers

Strategic connections with the organisation

It's all about unifying the organisation's efforts towards a common objective. Strategic planning and communication are essential functions of an organisation's management and help in prioritising and allocating resources to ensure that everyone is working towards one common vision.

Hygiene Factors at the place of work

A pristine culture is built with happy employees - but where does happiness come from? The hygiene dimension considers how comfortable the workforce is with its roles, financial safety, and psychological well-being. Employees are more engaged when they feel a sense of dignity and respect and know that it is a safe and secure workplace. All this helps reinforce that they are the employee of choice for the organisation. These practices and norms free employees from financial, physical, and emotional concerns, which results in a more engaged workforce.

Professional Relationships & Organisational Culture

Human interaction is the key to a healthy work culture. The question is, what is your organisation doing to build a healthy work culture? Building meaningful relationships within the workplace is very important for employees. Get key insights about peer-to-peer relationships, superior-subordinate hierarchies, and cultural dynamics. Relationships are essential for individuals who need a personal connection for support, meaning, friendship, etc.

Employee Recognition & Career Growth

Employees thrive in circumstances where they have a chance to bloom in the best way possible. The Pulse Survey answers what the workforce wants and perceives current rewards and performance structure. Employee appreciation is an essential part of human needs in the workplace. Employees are happy when a manager appreciates their excellent work. When employees are valued for their work and the effort they have put in, their productivity levels increase, and this motivates them to improve themselves.

What questions will be asked?

A. eNPS Question, i.e. On a scale of 1-10, how likely are you to recommend {{Your Organisation Name, e.g. Pied Piper}} to a friend or a colleague?

B. Engagement questions that have 15 Likert scale questions (Strongly Disagree–Disagree–Neutral–Agree–Strongly Agree) to measure engagement across key dimensions.

  • I take pride in being associated with the brand I work for.

  • My values align with {Your Organisation Name}’s vision and mission.

  • I believe in the approach taken by my leaders to reach {Your Organisation Name}’s objectives.

  • I have clarity of what is expected of me from the job.

  • I feel financially secure at {Your Organisation Name}.

  • This is a physically safe place to work.

  • I feel psychologically safe at {Your Organisation Name}.

  • I am satisfied with {Your Organisation Name}’s policies and processes.

  • I can count on my team for any help I require.

  • I can count on my manager for any help I require.

  • I take pride in the values that {Your Organisation Name} promotes.

  • I am satisfied with {Your Organisation Name}’s culture.

  • I see a clear career development path for myself at {Your Organisation Name}.

  • I am suitably recognised for my achievements at work.

  • I am satisfied with my appraisal process.

C. Is there anything else you would want to share with us? (Open-ended feedback questions that employees can answer with free text)

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