Learn what Pulse Surveys are and what you can manage in the Engagement Thermometer module. Use them to enable or disable survey questions, set the survey frequency, and export reports.

Use this article when you already know you need Modules > Engagement Thermometer > Pulse Surveys.

If you still need to decide between Pulse Surveys and Insights Surveys, start with Engagement Thermometer Overview first.

The Engagement Thermometer module is used for 2 major purposes (that can work simultaneously or not):

The Pulse surveys represent an important tool for HR management when it comes to organisational climate analysis.

These studies should be carried out on a recurring basis throughout the year to allow decision-makers to feel the pulse of the organisation and be able to act in case of drastic changes.

With GFoundry, through a set of 130 questions divided into 9 different metrics, it is possible to implement an Employee Pulse Survey in just a few minutes.

By defining the frequency of the study (which may be weekly, bi-weekly or monthly), questions are asked to employees on a scale from 0 to 10 (with coloured icons), allowing access to the Engagement Score divided into 9 metrics. The 9 metrics are:

In addition to providing an overview of the organisation as a whole with regard to organisational climate, it is also possible to carry out this analysis by segments, either by functional teams or certain groups of employees. The answers are anonymous, so it is not possible to obtain the individual answers of employees.

Pulse Surveys are a short survey tool used to collect regular feedback from employees. They are built around a fixed set of questions that measure engagement through 9 metrics. The questions are not edited individually, but you can control whether each question is active.

Pulse Surveys are designed to help you gather feedback on a regular schedule and review the results by group or team.

As an admin, you can work with three main areas in Pulse Surveys: the dashboard, the question list, and the settings.

On the dashboard, you can review score progression, metrics breakdown, and reports. You can also export report data for Group Users Thermometer Report and Team Users Thermometer Report as an XLS file.

In Pulse Survey Questions, you can search questions by description and enable or disable each question. In Pulse Surveys Settings, you can turn the pulse survey on or off, choose how often it runs, add an intro message, and select the groups where the questions will be active.

All of these actions start from Modules > Engagement Thermometer > Pulse Surveys.

If Pulse Surveys are not enabled, employees will not see the survey form and you will not collect data. Once enabled, the survey runs according to the frequency you set: every week, every two weeks, or monthly.

The survey questions are fixed, so your main control is to decide which questions are active and which groups should receive them. If you need to review results by survey structure and response data, the Engagement Thermometer module also includes Insights Surveys in the same area.

The Dashboard page is where you will be able to access all the data generated from your community’s responses.

The available dashboards allow you to view the score by category and topic, and you can also apply filters.

All data can be exported in XLS format for further analysis.

The Thermometer Module is designed to take the pulse of your organization by measuring various aspects of the workplace environment and employee sentiment. This module goes beyond traditional engagement surveys by providing real-time insights and a comprehensive set of metrics to gauge the overall climate of your organization.

One of the key strengths of the Thermometer Module is its ability to assess engagement through nine specific Key Performance Indicators (KPIs).

These KPIs encompass a wide range of factors that collectively contribute to the overall engagement and satisfaction of employees within an organization.

The metrics include Personal Development, Engagement with Managers, Engagement with Peers, Happiness & Satisfaction, Employer Branding, Feedback, Work-Life Balance, Alignment, and Recognition.

By consistently measuring these KPIs, organizations can gain a clear picture of their current engagement levels and identify areas for improvement.

These KPIs represent a broad spectrum of factors influencing employee engagement and satisfaction:

First, it is important to remember that the pulse survey feature on the Engagement Thermometer is based on a pulse approach.

Unlike other survey methods, the pulse approach targets frequent touchpoints to understand the real-time movement of employee engagement.

With this, the organization can then understand what is going on, find out whether or not initiatives have had an impact on employee engagement and see which metric or sub-metric requires attention.

Being able to track progress is key to being able to adapt strategies, communications and actions as necessary. As such, it is normal for the same survey question to come back from time to time. This allows the organization to detect problem areas at an early stage and take action quickly.

Yes, it is very easy to do so. Just go to the "Pulse Survey Settings" section, inside the "Engagement Thermometer" menu and choose the "Questions" option.

You can also measure eNPS.

The eNPS, or Employee Net Promoter Score, is a metric used to measure employee satisfaction, loyalty, and engagement. It's a variant of the Net Promoter Score (NPS), a widely used customer loyalty metric, but instead of measuring customer loyalty, the eNPS measures employee loyalty.

The eNPS is calculated by asking employees one simple question: "On a scale from 0-10, how likely are you to recommend this company as a place to work?" Employees are then categorized into three groups based on their responses:

To calculate the eNPS, you subtract the percentage of Detractors from the percentage of Promoters. Passives are not directly factored into the equation.

The final score can range from -100 (if every employee is a Detractor) to 100 (if every employee is a Promoter).

A positive score is generally considered good, and a score above 50 is considered excellent.

Regularly measuring eNPS can help companies identify trends in employee satisfaction over time and highlight areas where improvements may be needed.
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The pulse survey settings page lets you change the Frequency when the forms are presented to the user, you can set this option to Weekly, every 2 weeks or monthly. You can also add and remove groups.

When the user logs in it will automatically be presented with the survey.

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