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The false promises of pulse surveys

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The latest fashion for Pulse surveys is not in fact at all new, since its dates back to the 2000s.  Today, the argument is the same as before, even if the Feedback technology has made considerable advances: since everything is moving very fast, you need to capture that level of engagement in a shorter time frame than the standard engagement survey.

The observation is true but the method is not appropriate because it is not based on the reality of engagement. On one hand, because it requires very short questionnaires (10-15 questions) and on the other hand because it is impossible to make a valid assessment on so few questions. Engagement is multifactorial and to restrict the survey to 10 questions or even 15, drastically reduces the analysis and therefore the validity of any potential recommendations.

Secondly, at a time when we are supposed to be disconnecting, forcing quasi-permanent feedbacks on staff is likely to have the opposite effect of the original aim: by strengthening the feeling of pervasive control, overloading staff and over-simplifying a core issue.

With Qualintra, an engagement survey is a short process (less than 3 months) which combines the attractiveness of the Pulse survey in terms of timing with the certitude that you are measuring engagement and you will quickly be able to put action plans into place. Immediacy is not an advantage when measuring emotions.  Your employees are not machines.  In any case, we hope that they will never become so.

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