Pulse Survey


We are three days into the Pulse Survey, an opportunity to evaluate employee engagement and the results of the action plan implemented after the full survey this past spring.

We sometimes hear comments from employees who feel there are too many surveys. They don’t want to take another one, as they say they haven’t seen anything change since the last one. Alexis Croswell addresses this concern on his blog, Culture Amp:

“There are some key factors to understand when deciding on your overall survey cadence and how often to use pulse surveys. First, knowing that it’s a lack of action that causes survey fatigue. As Culture Amp CEO Didier Elzinga says, ‘The most typical reason people don’t want to fill out your survey is because you haven’t done anything since the last one. They don’t have survey fatigue; they have lack-of-action fatigue.’ The rule of thumb to combat this fatigue? Only survey as often as you can take valuable action on the results.”*

With this in mind, now would be a great time to review with your team the action plan your department implemented after the last survey, and to review the results of that plan. Doing so will help your team to see that you take their input seriously, and that their ideas are valuable.

In Called to Lead, Section 1, we find this quote:

“What employees want…is a process where they have the opportunity to have a say, and make a difference in their environment. In other words, that what they do changes or impacts things.”**




*https://blog.cultureamp.com/best-practices-for-using-employee-engagement-pulse-surveys
**Know Singleton, CEO, Inova Health System

Comments

Post a Comment

Popular posts from this blog

Leadership is a Relationship

The introduction to the Called to Lead manual references the book, The Leadership Challenge: How to Make Extraordinary Things Happen in Organizations , by James Kouzes and Barry Posner. One of my favorite sections in this book is titled Leadership is a Relationship. The authors state: “Personal-best leadership experiences are never stories about solo performances. Leaders never get extraordinary things accomplished all by themselves. Leaders mobilize others to want to struggle for shared aspirations, and this means that, fundamentally, leadership is a relationship . Leadership is a relationship between those who aspire to lead and those who choose to follow. It’s the quality of this relationship that matters most when engaged in getting extraordinary things done. A leader-constituent relationship that’s characterized by fear and distrust will never produce anything of lasting value. A relationship characterized by mutual respect and confidence will overcome the greatest adve...
Read more

Action Planning

As we continue in the employee engagement process cycle, we are now moving to the action plan. August is the time to look at the survey results with our teams and ask, What are we going to do now to continue making this a great place to work? It can be easy to look at action planning as one more task, another thing to check off our to-do list. But what if, instead, we saw this as a great opportunity, a chance to build our relationships with our teams, and work together to improve the work environment? I read an article from the Gallup Business Journal, by Melissa Dunn Lampe and Joanne Earl. The authors look at the importance of action planning (which they call impact planning). After looking at the benefits of this process, as well as some of the potential challenges, they end with a paragraph subtitled “Have fun.” “Many workgroups face one or more problems that makes impact planning challenging. The benefits of following through, however, far outweigh the burdens. And it...
Read more

Is Work-Life Balance Realistic?

In our recent Employee Engagement Survey, one of the open-ended questions asked about work-life balance. Many of the responses indicate that this is a big issue for many of us, that stress and burnout are very real problems. A recent piece by Arianna Huffington, on the website www.greatplacetowork.com , challenges the concept of work-life balance. Huffington writes, “The way we’re working isn’t working. Our workplaces – and our lives – are fueled by stress and burnout, and it’s not sustainable. To be able to thrive both at home and at work, we need to bring humanity back to the workplace. “This starts with the very simple recognition that we take our whole selves to work. We don’t leave our humanity behind when we head to the office. We don’t have a work silo and a home silo, a work life and a home life – we just have one life. And it’s all connected. “This sounds obviously true, but the entire premise that so much of our workplace culture is based on – the idea of ba...
Read more