Employee pulse survey apps are becoming more and more popular because a significant percentage of the workforce are continuing to work remotely. This is not only due to the ongoing effects of the pandemic (i.e. enforced lockdowns etc.) but because companies are now offering a more flexible approach and different attitude to work life balance!
Gold Coast App Developers Media Shark recently reported “We are beginning to see a real trend in larger organisations reaching out to us to create custom applications specific to their business in order to track company culture and keep their workforce engaged”
This new type of HR software is not only assisting in an inevitable digital transformation within companies but also helping to implement an employee retention strategy post covid.
It’s no secret that a vast majority of employees discovered that they prefer the work life balance that remote work allows and as a result of this, many larger organisations are offering a hybrid solution to the home/office set up.
Multinational investment corporation Deutsche Bank recently adopted a new policy allowing employees to continue with a flexible working arrangement and dividing their hours between the office and home.
So, what is an employee pulse survey?
An employee pulse survey or “pulse check” as it is also known is something which is done more regularly than an annual review and measures employee engagement levels.
It is a shorter, more frequent check in with employees to see how they are feeling, how they perceive a company and their overall motivation and happiness levels.
Remote working has left some employees feeling disconnected and disengaged, so implementing a great company culture where employees feel valued and respected is key to keeping employees engaged and ensuring talented individuals stay on the payroll.
Staff turnover is expected to be at an all time high before the end of 2021, with 40% of employees reporting they feel burned out.
Job roles and duties have changed dramatically for some staff and some industries have suffered more than others such as accommodation and tourism, the film and production industries and the arts.
Other industries have flourished however such as building and construction, software and IT.
A feeling of uncertainty has become the norm amongst the workforce with many looking to change job roles or leave their industry altogether.
Staff turnover costs companies approximately 33% of an employee’s salary which comes in the form of payouts, the recruitment process and training new staff.
How can we measure employee engagement?
Employee Pulse Survey Apps are a great way to measure employee engagement. An employee is invited to download an app either on their device or on their desktop and log in.
Most pulse checks are completed anonymously and the employee is then invited to answer a brief list of questions to which they can answer yes or no with the option to add feedback at the end.
By taking out the dull and dreary employee feedback forms, a pulse survey app is a quick and innovative easy to use tool (pulse check) that provides employee feedback and data in a timely and effective manner.
Employee engagement doesn’t just mean how happy a person is at their work, but also how they feel about the tasks they are given, the feedback and training they receive and their motivation and loyalty to their company.
An employee that feels valued and challenged is more likely to stay with a company and organisations with high employee engagement levels are 22% more profitable
It is reported that employees are 12% more productive when they are happy in the workplace, have 65% more energy and a huge 40% of employees who do not feel they receive adequate training would leave within a year.
So, how can we keep our workforce engaged?
Building a great company culture that people want to be a part of is something which does take time and effort.
Multinational hospitality company Accor instills a heartist culture within their organisation – The aim or heartistry is to build a great employee experience which then goes on to build a great customer experience.
What small steps can we take to keep our workforce engaged?
1. Ensure employee pulse survey apps are conducted frequently and consistently
Implement a pulse check every 3-6 months, keep it brief with a few key questions and ensure this process remains consistent. More importantly, listen to and act upon the feedback provided. If employees feel they are being listened to they are more likely to be open and honest in their comments.
2. Refresh your vision, mission and values
It is human nature to want to feel a sense of belonging, if employees feel connected to their organisation’s values, their commitment to the company is likely to be increased as everyone is working towards a common goal.
3. Prioritise and listen to your staff feedback and ideas
The whole idea behind employee pulse survey applications is to understand how your workforce is feeling, if a vast majority are coming back with the same feedback, it is essential you prioritise them and listen to their collective ideas.
4. Recognise each individuals achievements
Feeling valued for work feels awesome! There is nothing better than praise for a job well done. If an employee receives great customer feedback or comes up with a new idea that is then actioned, recognise this and share with the team.
5. Celebrate birthdays, anniversaries and personal milestones
Acknowledging that employees have a life outside of work (Birthdays, anniversaries, a new baby or even buying a first home ) and offering flexibility for those occasions can lead to a more loyal team!
6. Implement a wellness programme
Mental health has never been more important. Offering a wellness programme where employees feel supported can lead to a less stressed employee, better overall health and improved working relationships.
What about remote workers?
1. Check in frequently, daily or at least 2-3 times per week
Checking in frequently with your work from home staff will solidify that they are just as crucial to the business as those in the office.
2. Have a face to face on zoom
Remote workers are likely to miss the human interaction of the office at some stage, including the coffee catch ups and the everyday chit chat. Nothing keeps your team more connected than a face to face chat and a wave from Susan in accounts 🙂
3. Get the whole team involved on weekly catch ups
With today’s technology, there is no reason that the whole team can’t get together virtually. By keeping everyone connected, employees will still feel a part of something and be accountable for the projects and tasks they have discussed with the whole team.
4. Make sure there is always someone available to help with questions and directives
As a remote worker, there is nothing more frustrating than not being able to speak to a manager with a quick question or some advice. Not only does it hinder productivity but can leave an employee feeling unimportant and therefore less engaged. Make sure there is always a direct report on hand for guidance.
5. Allocate team tasks to ensure your remote worker is responsible for contributing towards team goals and projects.
Allocate tasks where a remote worker must interact with customers or clients, therefore keeping them as an essential part of the business and responsible for contributing to key components of the company.
6. Create a Team App
As we continue to navigate a world where we are dealing with constantly changing situations and directives, communicating with employees and keeping them up to date is essential. If the company budget allows – create a team app specific to the business which allows everyone to stay connected and “in the know”
Final thoughts
As an HR Manager or head of department it is key to set an example and lead from the front. Having honest conversations with employees, keeping the lines of communication open and listening to feedback will go a long way towards keeping your workforce engaged!
