You finally have approval to start using pulse surveys to track, measure, and increase employee engagement.
You cannot wait to start collecting that sweet, sweet employee data and showing both your colleagues and leadership how pulse surveys can influence engagement. You will finally have an interactive email channel that facilitates two-way conversation and feedback.
You have every reason to be excited.
But before you get ahead of yourself, take a beat to prepare, lest you fall victim to the major traps that come with implementing a new technology—poor adoption, misuse, apathy, and frustration.
If you hit send on your first employee pulse survey, and your employees have no idea it's coming, you could be setting yourself up for bad data collection, low-response rates, and risk confusing employees.
But don’t worry, there’s an easy fix, and you are already super good at it.
All it takes is a little communication.
Preparing employees for their first pulse survey
You absolutely, 100%, without a doubt, need to tell employees what is coming their way. If you don’t, they won't know how to interact with the surveys, what they are for, or if they are important.
Being transparent about why you are implementing pulse surveys, what your goals are, and how to use them is essential if you want employees to jump on board.
This simple act of telling employees your master plan and giving them some insight into how you are planning to use the surveys to get their feedback and make positive change not only in your communication channel, but within the organization, sets the tone for a culture of feedback and growth.
Employees will feel heard, respected and they might even be excited about the opportunity to share their thoughts. And when they start to see their feedback being implemented, they’ll be huge pulse survey fans.
Communicating to Employees about Pulse Survey Data
Transparency and trust are key to getting accurate data and feedback.
Employees need to know their privacy will be respected, or else they may not be interested in providing any feedback. If they are dealing with a difficult manager or other in-office conflict, they are not going to be inclined to voice their frustrations if they think it could come back to bite them.
It’s also important to let employees know how the data will be used. This means letting them in on your strategy for pulse surveys. Tell them about what you hope to measure, how you will be measuring it, and what you hope to accomplish with these measurements. Let them know that their feedback is essential to making positive change within the company and creating more email content that is tailored to their needs and interests.
And if you can, keep them in the loop.
Employees are going to be very interested in survey results and how the results are being implemented to create change. They won’t always be able to see what is going on behind the scenes, so they may need some affirmation that the data you're collecting is important and being used appropriately to fuel much-needed change.
It is also a good idea to tell them your pulse survey frequency plan, so they know how often to expect the surveys and to prioritize them.
Communicating to Leadership and Managers about Pulse Survey Data
Managers really hate it when you implement new technology without telling them.
Consider letting them know first, so they can field any questions they get from their team. If managers have no idea what is going on, people are going to be skeptical about the changes and perhaps more tentative about participating.
Both leadership and management need to understand the master plan behind your pulse survey strategy, if you want to ensure max adoption and participation. Communicate to them why pulse surveys are important, what you are measuring and how you plan to implement change based on the data. It’s important to get them on board so they can help take action based on the results and get their team participating.
Your First Pulse Survey Template
We’ve created this template just for you, so you can copy and paste it directly into your first email about pulse surveys for your employees.
Once you've pasted the text into your email, just fill in the blanks with the appropriate dates and names, and tweak to suit your organization's messaging and goals.
Sending Your First Pulse Survey in Bananatag
If you are already using Bananatag, your first email about pulse surveys is the perfect place to insert your very first binary pulse survey.
Step 1 - Select a Template
For this email, we are going to use the 'Leadership Update' template that you can find in the templates section of your Bananatag account.
Step 2 - Edit the Template
Now that we have selected our email template, we can change the headline, and copy and paste the email text into the designer.
Step 3 - Insert a survey block
This is the perfect time to introduce your employees to the pulse survey format.
Navigate to the blocks section of the Email Designer and drag and drop the survey block into the email.
Step 4 - Edit a survey block
Now that you have the survey block in the email, use the content settings to change the survey type to 'Binary'.
You can also change the display style to Yes/No or Thumbs Up/Down.
Once you have the right scale, style and type, you can edit the survey question.
Step 5 - Send Your First Email About Pulse Surveys!
Now you’re ready to go!
Send your email and begin collecting data immediately. Based on your data, you will be able to tell if you need to communicate further about how the surveys work, and you can develop and implement strategies for maximizing adoption of the new technology.
From there you can start measuring other important employee metrics in your company and start to boost employee engagement, while using employee feedback to better your organization.
If you’re on Bananatag and don’t have access to the survey blocks yet, talk to your account manager today about a trial.
If you are interested in finding out more about how Bananatag can help you collect important employee data in your organization and all of Bananatag’s other awesome email tracking features, request a demo or start a free trial here.