When you see the words employee survey, do you feel your eyes rolling back into your head and an involuntary groan escape your coffee hole?

Like you, we’ve got some mixed feelings about employee surveys.

On the one hand, we know they’re absolutely necessary.

We need to know what’s going on in our company. We definitely want to make sure our employees are happy and engaged. And a well-designed survey can give us invaluable data and feedback that can and will shape our company from the inside out.

On the other hand, they can be such a pain.

Download our Quickstart Guide to Pulse Surveys here.

You may have noticed that annual surveys in particular have become a popular punching bag for internal communicator and HR influencers. Everyone is claiming the annual survey is dead, should be dead, is dying, or should be resurrected.

That’s just too many death analogies to be good.

And they’re not wrong: poorly designed surveys that take way too long to do and don’t lead to any actionable results are a waste of everyone’s time: employees, leadership and management. They can even lead to worse employee engagement outcomes and further employee disconnect if they are done poorly.

And they are really easy to muck up:

  • If your employee surveys are poorly designed or written, you won’t get good data. And if you’ve got crappy data, well, you can’t do a lot with that can you?

  • If they are too long, people will either get bored and mark ( c ) for all their answers (like that science test you didn’t study for in the 8th-grade), or they just won’t bother filling it out at all.

  • And probably worst of all, if employees don’t see real results after filling out that dreadful 20+ page survey, they’ll see it as useless, and get peeved about inaction or the perceived apathy from management.

It’s a lose-lose-lose situation.


Introducing The Internal Communicator’s New Best Friend: Pulse Surveys

Wait a minute.

We know what you’re thinking: Are we suggesting you remedy your survey problem with MORE surveys?!

Well, yes. Sort of. Just bear with us.

Pulse Surveys are different. They’re faster, smarter, better, and infinitely cooler than your average survey. They can increase and measure engagement in a split second.  They’re sleek, exciting and relevant.


Most importantly, they can do what no other survey can: provide actionable insight with a single question. 

Okay, What the heck is a pulse survey?

We’re glad you asked.

Pulse surveys are super short, super specific, super fun-to-do surveys focused on a single specific area for improvement. They are used to help monitor employee happiness, understanding and engagement.

Now some people might tell you that a pulse survey can be anywhere from 1-10 questions, so long as the survey takes less than 4 minutes to complete in its entirety.

We, on the other hand, are huge proponents of the one-question pulse survey.



Well, we’ve noticed that people are impatient, addicted to convenience, or just plain lazy—we’d rather check the weather on our phones than get off our butts to look out the window.

You really do have to make life easy to get people to do things these days. One-question pulse surveys are good at subverting that inherent laziness and keeping feedback focused so we can get accurate responses faster, and take action pronto.

Why should I use Pulse Surveys?

1. Increase Engagement with Pulse Surveys

Generally speaking, most people are a bit “meh” about their jobs. Worldwide, Gallup reports 87% of the workforce is disengaged.

And not to point out the obvious or anything, but “meh” is not good for anybody—companies with engaged employees outperform their peers by 147% in earnings per share.

We can safely conclude that employee engagement is, therefore, a good thing, not just for the company’s bottom line, but also for employees enjoyment and fulfillment.


Pulse surveys give you an easy way to:

  • Check in on your employees and see how engaged they are, with timely insights and feedback
  • Gather data on sentiment, engagement, and relevant topical issues so you can take action quickly
  • Cultivate a culture of open communication
  • Show employees you care about what they think and how they’re doing

2. Measure Success of Complex Changes and Initiatives with Pulse Surveys

With pressure to respond to new findings, new structures, a shifting economy, automation and the like, organizations are now in constant flux.


These changes can leave employees in various states of transition, disillusionment, insecurity and without a real sense of clarity about what is going on in the company. When we’re faced with frequent organizational change we should be collecting data and getting feedback often.

Pulse surveys can help catch issues before they get too big and measure the impact of change over time, so you can to actively respond and support employees during change.

3. Engage Millennials with Pulse Surveys

We’re now employing a generation that grew up texting and using social media as their main forms of communication. They have never lived in a world without Facebook, which makes them even less likely to engage with a traditional boring longform surveys.


But this tech-savvy workforce does want constant, connected and open lines of communication. Asking them just once a year how they’re doing is not even close to enough. They want to be in communication often and easily, and will be the first group to pick up and leave if they are disengaged.

Pulse Surveys in email help you do more with less

But, if you have to send MORE emails asking employees to engage with MORE content, it’s going to backfire in a big way, isn’t it?

That’s why we love, love, love embedded pulse surveys in employee emails. Include them at the end or beginning of a newsletter or regular email and BAM, you can collect more important data without sending more emails or bothering anyone.

People will be glad you respected their precious inbox space, excited that you are asking for their feedback, and over-the-moon that you’ve made it so easy for them.

Embed your employee pulse surveys and you’ll get employees engaged, get valuable feedback, and go down in office history as the internal communicator that finally found a fun alternative to boring, outdated and poorly executed annual surveys.


It’s a win, win, win.