Employee Pulse
Conducting quick checks on our culture is essential for us at D&I. We believe that “what gets measured, improves” as the famous management consultant, Peter Ferdinand Drucker said. A simple, 7-15 statement survey is enough to recognize progress, keep attention on culture priorities, and help determine what we can improve and how.
We use an Employee Pulse when we want to:
Help our team own culture development – provide data for action.
Measure our progress – provide evidence of whether the culture at work is having an impact.
Understand the employee experience – create a means to listen to everyone so that we can understand how culture is evolving.
Explore the effects of changes – evaluate the positive or unanticipated impacts of change on critical aspects of our culture. (for example, communication)
Our Approach
Choose only 1-2 culture priority areas to focus on.
These areas must be robust and relevant.
We use well-constructed, research-based survey statements.
Then Scale it down to 7-15 comments and 1-2 open-ended questions.
We always make sure to use a survey engine that’s quick and easy for everyone to work with.
It’s essential to sequence carefully, 6 months after a change or survey.
Always provide detailed reports to the team so that we can really see the progress and hear the voices of our colleagues.
We make it confidential. To help everyone feel safe by using a third-party survey operator.
We also make it private.
It’s always secure. We make sure to use practices and systems to minimize data breaches.
Looking to do an employee pulse?
Contact us for a FREE Consultation to discuss your needs and design your survey.