puls employee engagement survey

PÜLSEMPLOYEE ENGAGEMENT MONITORING PROGRAM

THE PROBLEM WITH ENGAGEMENT SURVEYS

SurveyLong list of questions,

10 minutes to complete

ResultsHow can we dig

deeper in one area?

Action PlanLong list of items

covering all parts of the survey

ResultsWhich strategies

helped, which had no impact?

PlanningWhich questions

should we add? Lets put them all in in

case.

The typical engagement survey process doesn’t work.

Doing a survey once a year forces HR managers to include a lot of question (just in case). This reduces the validity and reliability of the survey.

As well, the laundry list of recommendations is typically too much for organization to execute. Which ones really had an impact? Impossible to know.

O N C E A Y E A R I S

N O T E N O U G H

w w w . G r e e n E l e p h a n t Te a m . c om

5 1 4 . 6 1 2 . 0 5 1 1

PÜLS APPROACH

SurveyDynamic survey that

presents only relevant questions.

ResultsException-based question routing

allow to dig deeper into problems.

Action PlanShort list of priorities

based on the engagement value

hierarchy.

ResultsWhich strategies

helped, which had no impact?

PlanningAdd questions for specific groups, issues or time

period.

PÜLS allows HR leaders to use engagement as a key performance indicator.

We survey a different group of users every month to get constant feedback on engagement. This keeps managers engaged all year long.

The survey only asks relevant questions, based on previous answers. On average, the survey takes less than 90 seconds to fill out.

Every month, you can add your own questions targeting specific groups, time of year or to address a specific issue.

M O N T H LY:

E N G A G EM E N T A S

A K P I .


5 1 4 . 6 1 2 . 0 5 1 1

THE MODEL

Engagement doesn’t happen by accident. It follows a predictable path where Basics need to be in place for engagement to happen.

Our survey is based on the engagement value hierarchy, a model based on Maslow’s Hierarchy Of Needs. This models makes it easy for managers throughout the organization to understand the gaps.

The model also helps prioritize improvements, so you are not wasting precious time and resources.

SELF-ACTUALIZATION

SELF-ESTEEM

BELONGING

SAFETY

PHYSIOLOGICAL

DEVELOPMENT / VISION

RECOGNITION

TEAM

SUPERVISION

TOOLS


5 1 4 . 6 1 2 . 0 5 1 1

DONE IN 90 SECONDS

90 seconds. That’s the average time it takes employees to fill out our survey.

Using an exception-based approach, we can use the survey’s responses to adapt the next set of questions.

And when an employee is dissatisfied, we can ask diagnostic questions right away, something other employees don’t need to see.

This approach not only increases response rate, it also helps manage user expectations.

Question 4

Question 3

Question 2

Question1 Tools

Supervision

Team

RecognitionTeam

Diagnostic Question

Supervision Diagnostic Question

Tool Diagnostic Question


5 1 4 . 6 1 2 . 0 5 1 1

REPORTS YOU CAN USE

Every month, we provide you with a report that highlights not only the results but also the variations.

Our exception-driven approach highlights the areas of concerns, and the areas with positive improvements.

You can thus easily see which initiatives had positive results and which didn’t.

What better way to keep managers focused on engagement, all year long.


5 1 4 . 6 1 2 . 0 5 1 1

FULLY MANAGED PROCESS

Setup

Administration

Reporting

Evolution

Running a monthly survey can quickly become a burden on the HR team.

This is why we take care of everything: from survey setup, administration, reporting to evolution.

You will get a monthly report with the results an our analysis. And every quarter, we will run a workshop to plan the next iteration of the survey.

This approach also guarantees confidentiality, a key element for obtaining valid engagement data.


5 1 4 . 6 1 2 . 0 5 1 1

SIMON CHAPLEAUGREEN ELEPHANT

[email protected]

514.612.0511GREENELEPHANTTEAM.COM

CONTACT US TO D ISCUSS YOUR SPEC IF IC NEEDS:

puls employee engagement survey

Leadership & Management