Overview - Pulse Bot
Pulse bot allows you an insight into the organization’s health by providing feedback from employees across eight strategically chosen dimensions related to employee engagement and organizational commitment.
Pulse bot helps an organization to find out the EEI (Employee Engagement Index) and ELS (Employee Loyalty Score) through the survey designed by us on periodic interval.
What makes it special??
Why Pulse surveys?
Pulse surveys are short and frequent and do away with the system of tiresome annual surveys.
Do you check on your family and friends just once in a year? No, of course, since they are your biggest asset and support system. The same goes for your employees as they are your organization's best asset and most reliable support system.
It is essential to keep regular tabs on the employees’ feedback regarding the organization’s culture and policies. At times waiting for the annual survey results to fix an internal issue might be damaging to your company’s overall health and culture.
Also, pulse surveys are highly productive by keeping the surveys short and in an easy to respond format.
Capture the Employee Engagement Index!
Employee Engagement Index (EEI) measures the pulse of an organization’s culture across eight crucial dimensions.
These dimensions are an aspect of the organisation’s culture. The surveys are completely anonymous hence capture genuine and fruitful insight for the organization.
It is a universally renowned score to capture employee feedback on organization and resultantly his/her willingness to perform and retain position in the company. For further reading -
The following are the key dimensions around which an organisation’s culture is measured:
The questions marked with star are Power questions -
- Power Questions are a few selectively chosen questions from the given question set for providing further insight.
- After the selection of a suitable response, the user gets a feedback question.
- The Feedback question urges the user to type in the reason for her/his score(in response to the question). For eg. if the user gives the response as 5, she/he would be asked the reason for their satisfaction in that particular dimension question and vice versa.
- It is an amazing way to capture employees’ grievances or commendations with the company.
Dimensions & questions against each dimension is explained below.
The questions are in the form of assertions for which a user is asked to choose one of the following responses (on a scale of 1 to 5) -
This dimension of an organization’s culture measures timeliness, frequency and the amount of recognition from peers, managers, and team. They are asked to rate their agreement on the following statements on a scale of 1 to 5.
- I am adequately recognised at my workplace ** (Power Question)
- I get recognised in a timely manner
- I receive adequate recognition for my work by my Manager
- I receive adequate recognition for my work by the members of my team
- I have a simple and easy mechanism to recognise my peers
- I recognise my peers adequately
- I recognise my peers in a timely manner
- I feel that my organisation has a culture of recognition
This dimension of an organization’s culture measures stress levels, organization’s and manager’s sensitivity towards work-life balance. They are asked to rate their agreement on the following statements on a scale of 1 to 5.
- I have a healthy balance between my work and personal life ** (Power Question)
- My organization promotes an efficient work culture
- I do not experience high stress levels at my work ** (Power Question)
- My organization has flexible policies that enable better work life balance
- My Manager is sensitive to my work life balance
- My team members support in achieving my work life balance
- I support my team members in their work life balance
- I am always enthusiastic for my upcoming work day
This dimension of an organization’s culture measures challenging work, autonomy, timely feedback to grow, training, new skills and career development by asking for their response on a scale of 1 to 5 on the following assertions -
- My work challenges me adequately ** (Power Question)
- I have sufficient autonomy in my workplace
- I feel I have enough growth opportunities in this organisation
- I get timely feedback about my areas of improvement
- I have opportunities to learn new skills at work
- I get adequate training to do my job
- I know what is required to be done for my career advancement
- I get opportunities to interact with experts to upgrade by knowledge
This dimension measures employee pride for an organization, respect for people, fairness and transparency of policies, trust for peers and fulfillment from work. They are asked to rate their agreement on the following statements on a scale of 1 to 5
- I am proud to be part of this organisation ** (Power Question)
- I have many coworkers whom I can call friends
- I respect the people that I work with
- Policies in my organisation are fair and transparent
- I trust my Manager
- I trust my peers
- I derive a sense of fulfilment from my work
- I would recommend my organisation to a friend
This dimension measures cross-functional communication, teamwork, and access to colleagues for assistance. They are asked to rate their agreement on the following statements on a scale of 1 to 5
- Employees in my organization assist their colleagues as and when required
- There is a smooth cross functional communication in the organisation
- I receive assistance from colleagues whenever I need it.
- The organisation adequately promotes teamwork ** (Power Question)
- I know whom to reach out to for assistance on any issue
- I assist colleagues who reach out to me for assistance
- Cross functional teams work effectively in my organisation
- Employees treat each other with respect ** (Power Question)
Alignment dimension measures understanding of long-term vision, the voice in critical issues, resolution of differences with peers, company values, and shared goals by asking for their response on a scale of 1 to 5 on the following assertions -
- I am clear about my role in the organisation
- I understand the long term vision of our organisation
- My Leaders speak in one voice on critical issues
- My Manager and I agree on my key deliverables
- I believe in the values of our organisation ** (Power Question)
- Do your colleagues believe they are working towards a common goal
- Do your colleagues live by the values of the organisation
- I find it easy to resolve differences with peers
This dimension measures frequency, consistency, clarity and contextual facets of communication by leaders, managers, and peers. They are asked to rate their agreement on the following statements on a scale of 1 to 5
- Changes in the organisation that affect me are clearly communicated to me
- How would you describe the frequency of leadership communication
- I feel that I can voice my opinion in the organisation without fear
- There is a mechanism for two way communication in the organisation ** (Power Question)
- I feel that my voice is heard within the organization
- My organisation uses new generation communication media effectively
- I have regular interactions with my Manager
- I can freely communicate with my Manager
This dimension measures the authenticity, trust, transparency, and approachability of leadership within the organization. They are asked to rate their agreement on the following statements on a scale of 1 to 5
- I have trust in the leadership of the organisation ** (Power Question)
- I have role models in the organisation that I look upto
- Leaders of the organisation walk the talk
- I feel that leaders care about employee well being
- Leaders are fair and transparent
- Leaders understand the industry we operate in
- Leaders are receptive to employee feedback
- Leaders in the organisation are approachable
Check your Employee Loyalty Score
Frederick F. Reichheld, in his seminal article in Harvard Business Review, December 2003, (HBR - One number you need to grow) published one metric to measure customer loyalty called Net Promoter Score. Reichheld created a unique mechanism for measuring customer loyalty with one question on whether the customer would recommend a company’s product or service to friends thereby replacing the need for a more complex set of questions.
ELS is variant of Net Promoter Score, since here the focus is on employees instead of customers.
The Employee Loyalty Score (ELS) allows employers to measure and get an analytical insight into employee loyalty and engagement within their company. Employees answer how likely they would be recommending the company to their friends and relatives and the reasons for their suggested likelihood in the follow-up questions. All the responses are completely anonymous.
The question asked in ELS survey is -
“Based on a scale of 0 to 10, 0 being lowest and 10 being highest, how would you recommend your organization as a place to work?”
According to their response, the employees are stacked in one of the three categories, namely - promoters, passives, and detractors.
- Promoters (those who rated between 9 and 10) are the most loyal and content segment who are your most trusted ambassadors.
- Passives (those who rated between 7 and 8) are those who are relatively neutral towards the values and spirit of the company. You should focus on shifting this segment to the Promoter's zone.
- Detractors (those that rated between 0 and 6) are those who are least likely to recommend the company as they are not aligned with the values of the company, and it’s crucial to get to the bottom of why.
Also, Follow-up questions are asked to the users. They differ on the basis of the score given by the users.
- Promoters: “What is the one thing we do well that we should continue to do?”
- Passives: “What is the one thing we could do better to make you recommend us?”
- Detractors: “What is the one thing that is holding you back from recommending us?”
Admins can view the feedbacks given by the users and work on their organizational strategies accordingly
Reports and Analytics
Pulse bot allows admins to view vivid analytics and meaningful reports about their Workplace Employee engagement. You can easily dissect the data and track evolving trends. Click on Analytics tab on the left-hand side panel of the Web dashboard.
EEI(Employee Engagement Index)
Pulse dashboard analytics shows the EEI along with the weekly average and moving average for selected time period.
The pulse of an organization is its culture and measure of its employees’ engagement with the workplace. An organization’s culture can make or break employee engagement, and vice versa.
- The colour variations in the circular index indicate the score judgements i.e you employee engagement index.
- Moving average provides you with a continuous analysis of the average scores of the weekly average for the last four weeks.
- Weekly average gives you the weekly average for the last week. You can compare both the metrics to get a clear and noise free insight.
Employee Loyalty Score
Employee loyalty score varies from -100 to +100. Anything from +10 to +50 is considered good.
- The colour variation in circular index indicate the ELS score for the company.
- Promoters, Detractors and Passives user percentage is shown in bar chart.
You can find individual index and and their weekly average and moving average with each dimension below this chart.
Click on any dimension to see its response percentage and average chart. Click on Details button to see deeper question wise analytics.
Above screenshot shows the analytics of each question within the dimension. It provide a clear picture to the organization of what people are saying and how are they feeling on particular dimension and on which question they need to focus.
Capture insights and feedback
Click on the Insights tab on the Pulse web dashboard to view detailed analysis -
- ELS - You can view the remarks provided by the Promotors, Detractors and Passives. These responses would help highlight the success factors and productive feedback.
- Power Questions - You can view all the user feedback provided in response to the Power questions.
Feel free to reach out for queries at email@example.com