Take the pulse of the organization

Work Pulses nthat create conditions for development

 

 

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Pulse measurements for a continuous

development of the corporate culture

 

In order to keep up with constant changes and to improve the company culture, pulse measurements have become an increasingly used method in employee surveys. By regularly measuring and analyzing employees' opinions and commitment, organizations can create a better understanding of the current situation and opportunities for development. In this fast-moving world, heart rate measurements provide a continuous temperature and create a foundation for a more engaging and dynamic work environment.

Heart rate measurement with STARS

Create dialogue and actions with support in Pulse measurements

 

By conducting pulse measurements, organizations get the opportunity to follow the development of employees more regularly. The results of the measurements serve as a starting point for creating dialogue and measures that can strengthen the company culture. Yesbox supports you with automatically generated advice and support to facilitate dialogue and set planned actions in motion. By regularly following up and acting on the results of employee surveys via pulse measurements, organizations can maintain a continuous improvement process.

 

Important aspects to consider when taking pulse measurements

1. Ask good and tailored questions: In order to gain valuable insights, it is important to formulate relevant and adapted questions that are specific to your organization. By focusing on what is important to you, you can get more precise and useful results.

2. Take Help from Experts: Time is money, and to create an effective mix and a successful setup for pulse measurements, it can be valuable to take help from experts in issues and organizational development. They can contribute their knowledge and experience to create an optimal strategy for the measurements.

3. Understand the phase and nature of the organization: Every company is unique, and it is important to adapt the heart rate measurements to your organization and phase. By having a clear understanding of your business and culture, you can create measurements that are relevant and provide the right insights for your specific situation.

4. Measure As often as possible follow up: Yesbox usually recommend that heart rate measurements are carried out no more than every month. It is important to have enough time to follow up the results and implement measures. By having a regular rhythm, you can create a continuous development and adaptation based on the opinions of the employees.

Yesbox Pulse summation

Following engagement is important. Often our customers choose to continuously measure engagement via STARS, a variant of the SCARF model*.

STARS measurements creates conditions for development and change.

Base

  • Complies with GDPR.
  • Has research-based questions / areas with ready-made templates for questions and areas.
  • Mailings and reminders via SMS or email.
  • Auto-generated reminders to non-responders to get a high response rate.
  • Flexible and adaptable

Timing

  • Yesbox takes the pulse of the organization, preferably monthly or quarterly or as often as you have the opportunity to follow up.
    • Once a month with a break for the summer works if you are good at follow-up. Otherwise, 3-4 basic measurements each year are sufficient, with a number of needs-based follow-up measurements in between.

Visual auto-generated reports immediately after everyone has responded.

  • Relevant reference values ​​to compare with.
  • Automatically generated comments at all levels.
  • Performance level according to eligibility at different times for all roles.

 

About evaluating your workplace continuously

Employee surveys are a common tool for organizations that want to evaluate their workplace. There is a trend that involves sending short pulse questions to employees with the aim of mapping their experience of the work environment. One of the most common questions is sometimes "Do you have fun at work?". But is that really the most important question in an employee survey?

Before you decide which questions you want to ask in your survey, you should think about the purpose and what you want to achieve with it.

It's important to think about what you're asking because that's what you're focusing on. If you ask the question about "fun at work", employees will expect that it is something that is important to the organization. But if you don't have a shared value that fun at work is a priority, then the question is irrelevant. Also, be aware that unclear questions produce unclear answers. If you ask the question often and employees see no improvement, it can have the opposite effect.

To carry out a good employee survey or pulse measurement, you should think about the purpose, the strategy and the basic questions. What is the purpose of the survey and what questions do you want to raise? What strategy do you have for handling the answers and how can you make use of the results? What are the basic questions in your survey and how do they connect to the organization's focus?

Finally, it is important to use the results of the employee survey to create value and dialogue. It's about asking and really listening, not just collecting answers. Ask the basic questions about employee well-being to get a good starting point for dialogue and openness in the workplace.

Yesbox module for work Pulse measurements

Pulse measurement with the staff every month. When is it good?

Yesbox monthly pulse is sent out with the help of a survey every month. Those who succeed best in this are the organizations where the groups meet naturally in other meetings every month. The questions in the Pulse become an important but only part of the meeting. When it is only used by management and feedback takes place via the monthly newsletter or the like, the effect will diminish and the employees will tire.

It is possible to choose a different frequency, but do so so that there is a good comparability with previous measurements. It is important for the statistics that the periods are comparable.

Alt 1
In the monthly pulse, we measure STARS each time with different additions. One possibility is to go deeper into deepening in these different areas depending on the results.

Alt 2
We measure one of the 5 parts/letters in STARS as well as NPS and add key areas at each round. It adds up to 6 measurements, i.e. over the course of a year, the same heart rate measurement is repeated 2 times. Read more about STARS *here.*

The analysis is launched directly online after the survey is closed each month,
STAR's performance analysis is summed together with NPS and compared with previous results. A heatmap (summary) is also created after a couple of months. In the heat map, data is constantly being added.

Example:

  1. Status, goals and skills
  2. Transparency and leadership
  3. Autonomy and work environment
  4. Relation and cooperation
  5. Standards rules and communication
  6. ENPS, Development and processes

STARS measures social security and trust

Other questions:

Goals: is about setting and following up on goals.
Competence: is there, for example, the competence we need?
Leadership: how do I experience the leadership of my immediate superior?
Working environment: how is the stress level, balance in life? Is there harassment?
Cooperation: Is collaboration good with colleagues or other departments?
Communication: Is communication good? How does the feedback culture work?
Development: Are there development opportunities?
Processes: Are the existing routines and processes followed?

A team from Yesbox helps you to set up your customized layout and to follow up the heart rate measurement

With extensive experience and extensive knowledge in research and analysis we can help you all the way
from what questions to ask to how you should act on the results.

Follow Yesbox Pulse to develop 

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