Collect HR Data with Simplicity
OnDemand HR Surveys gives leaders the chance to supplement mainstream measurement programs (census, formal listen) with rapid response surveys they can launch when they are ready to take action. Important aspects and best practices to keep in mind for a pulse survey include having a specific purpose for the survey, timing, organizational partnership, well written questions, and use of demographic information. It is essential to make sure that the business unit/department understands why they are administering the survey and have an action plan strategy.
How do you listen for big results?
- Keep employee voices alive; connect cohorts and check progress over time, or combine different surveys to patch together a full landscape of the employee lifecycle.
- Choose who will own and support the survey. The adaptable nature of pulsing means HR surveys can be created, administered, and reported/reacted to by the immediate manager of the group, or a COE/special project team in HR. Essentially, whoever wants the data can have it.
How often should you listen?
- Tie HR surveys to meaningful outcomes (e.g. action planning, continuous improvement, day-to-day employee morale, quarterly reports, etc.) and consider availability of monitoring the population.
- Connect the timing of HR surveys to measure specific events/initiatives (identify dates before, during, and after the initiative to capture employee feedback on the process). This will illustrate what is working or what needs improvement to be successful.
Whom do you survey?
- Select employees carefully to measure a signature and shared experience. Common groups of employees can be selected by demographics, by function or by region. Listening to groups as a cohort, instead of just a branch on the organizational tree, can loosen restrictions on how the data is used.