How Pulse Check Surveys Keeps Honesty and Moves an Organization Forward
A pulse check survey drives innovations within an organization thus helping it in moving forward. According to Stier et al. (2020), a pulse check survey assists companies to drive innovations by gathering feedback from different groups of stakeholders. The feedback gathered enables a company to understand the needs and wants of employees and customers. In effect, this makes the company become innovative and able to come up with new processes, products, and services thereby staying relevant and competitive in the rapidly changing market.
Pulse surveys increase engagement and satisfaction among employees thereby helping an organization to move forward. These surveys provide employees and other members with the opportunity to share their feedback thereby increasing engagement and satisfaction within the organization. According to Smith (2021), pulse-check surveys hear the voices of employees and make them feel like they are invested in the success of the company. Hence, this makes them remain loyal to the organization for the longest possible time.
It helps companies to move forward by tracking progress over time. Edmonds (2017) points out that pulse check surveys are normally carried out regularly within an organization thereby giving organizational leaders the opportunity to track all progress over time. Edmonds (2017) further argues that they enable leaders to compare and see if there are improving and moving forward towards success. The leaders compare the results of one survey to the other using pulse surveys to weigh if their efforts in addressing challenges/problems of the organization have a positive impact.
A Pulse check survey also identifies the areas for improvement for an organization to successfully move forward. Sull and Bersin (2020) affirm that pulse-check surveys ask respondents specific questions regarding different facets of the company to help management identify the areas that need improvements. For example, the staff and workers can consistently rate the aspect of communication as weak in the pulse check survey. With that information, the management can initiate ways to improve processes of communication and make sure that information within the organization is shared effectively.
Organizations gain transparency and build trust with their stakeholders using pulse check surveys thus moving forward. Through pulse check surveys, management can receive feedback from employees and other organizations, and then takes actions based on the feedback it received (Cleave, 2023). The process of taking actions based on the received feedback from organizational members sends clear messages to stakeholders that the organization values their opinions and is committed to continuous improvement. As a result, this helps in building strong relationships with customers, employees, and other members of the organization, which in effect leads to increased loyalty, engagement, and satisfaction.
This will keep us honest and moves us forward through anonymity. These surveys allow people and other members within a company to anonymously provide their feedback thereby creating a confidential and safe space for them to share their feelings and thoughts. When people feel the confidentiality of their feedback in the organization, they express their views honestly (Edmonds, 2017). According to Edmonds (2017), they will not fear the negative consequences or retribution for speaking out their opinions. Besides, anonymity also enables leaders to collect representations that are more accurate on the overall views of the organization.
A pulse check survey provides regular feedback within an organization thereby creating a culture of transparency and honesty between people. Stier et al. (2020) explain that pulse-check surveys consistently give people within an organization the opportunity to provide feedback and develop positive feelings about their views on the commitment of the company to improvements. Developing positive feedback establishes a sensitive trust between the management and employees, which further promotes honesty within the organization. In the event, employees will be willing to share their opinions and views because they believe that the management listens and acts on their feedback on improving the organization. It provides follow-up actions thereby promoting honesty within an organization. Through pulse surveys, the management can implement follow-up actions based on the feedback they obtained from employees and demonstrate their commitment by instituting positive changes to improve the organization (Smith, 2021). The management also establishes a sense of transparency and accountability using pulse surveys when they instill follow-up actions and communicate the improvements and changes, they have introduced in a company from the feedback they received from stakeholders. Eventually, this will further promote honesty and encourage workers to continue giving out their feedback for the future growth of the organization.
These surveys ask specific & targeted questions to respondents thereby promoting honesty to people within an organization. Staffs, workers, and other members of the organization provide detailed and honest feedback when the pulse check survey asks specific questions regarding a particular issue or topic (Cleave, 2023). According to Cleave (2023), pulse check surveys are designed in a way that they ask questions that elicit specific feedback to help organizational leaders deeply understand the concerns and issues that are most important to customers, employees, and other members of the organization.
References:
Cleave, P. (2023, March 20). Pulse survey best practices. SmartSurvey. https://www.smartsurvey.co.uk/blog/pulse-survey-best-practices
Edmonds, C. (2017). 4 perks of pulse surveys: How "Stealth feedback" Transforms work culture. TINYpulse. https://www.tinypulse.com/blog/4-perks-of-pulse-surveys-how-stealth-feedback-transforms-workplace-culture
Smith, T. W. (2021). The General social surveys. The Encyclopedia of Research Methods in Criminology and Criminal Justice, 1, 54-59.
Stier, S., Breuer, J., Siegers, P., & Thorson, K. (2020). Integrating survey data and digital trace data: Key issues in developing an emerging field. Social Science Computer Review, 38(5), 503-516.
Sull, D., Sull, C., & Bersin, J. (2020). Five ways leaders can support remote work. MIT Sloan Management Review.
