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Employee Engagement Pulse Survey

Table output Has example

Measure how people feel and act on it.

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Create a pulse survey and analysis plan. Company size and teams: [COMPANY_AND_TEAMS]. Topics of concern: [TOPICS]. Responses (if available): [RESPONSES].

Design 10 statements rated 1 to 5 (for example "I know what is expected of me", "I have the tools I need", "My manager listens", "I see a future here", "Workload is manageable") plus two open questions. Specify survey length (under 4 minutes), anonymity rules (no results for groups under 5 people), and a communication plan before and after.

If responses are provided, compute the average per statement, the share of favorable answers (4 or 5), and differences between teams, noting small group limits. Group open comments into themes with counts. Highlight the three lowest and three highest items and propose actions with owners and dates. Warn that survey scores can be misread, that response rate matters, and that doing nothing after a survey damages trust. Add a "you said, we did" template.

Consider the result a draft rather than legal or HR advice. An employment lawyer or HR professional in [JURISDICTION] should confirm every legal, contractual or policy point before this is used.

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Statements (1 to 5): "I know what is expected of me." "I have the tools I need." "My manager listens." "I see a future here." "My workload is manageable."
Open: "What is one thing that would make your work easier?"
Anonymity: results shown for groups of 5 or more.
Sample results, 48 responses: workload manageable: average 3.1; favorable (4 or 5) 40 percent, i.e. 19 of 48. Manager listens: average 4.2; favorable 83 percent (40 of 48).
Lowest three: workload 3.1; tools 3.4; future 3.5. Highest: manager listens 4.2; expectations 4.1; team 4.0.
Open comment themes: meetings (12 mentions), tooling (9).
Actions: reduce one weekly meeting; tools review by 30 June; "you said, we did" post in July.

• pulse-survey