Pulse Survey: Best Way To Measure Employee Engagement

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Pulse Survey: Best Way To Measure Employee Engagement

Employee pulse surveys have quickly become one of the most preferred methods to measure employee engagement levels.

Employee engagement is not a quantitative number that can be measured easily. It’s an emotion. Various factors come into play when you talk about “measuring engagement” in a workforce.

Do employees feel satisfied with their work? Do employees think that their manager is fair? Is recognition given in a timely and frequent manner?

Engaged employees show certain traits such as being happy, productive, and displaying loyalty towards the organization. Measuring such emotion-based metric is a tricky process that a survey will be able to overcome.

Unlike traditional employee surveys, pulse surveys are simple and fast. Pulse survey results highlight the many factors that contribute to an employee feeling engaged in a company. Ultimately, it is a more efficient way to gather feedback from people who matter, and also easier to run and manage.

How to measure employee engagement?

Employee pulse surveys are a form of employee engagement surveys used by organizations to assess the overall employee experience by gathering relevant feedback from the workforce. It is a quick, trouble-free, and robust way to improve employee engagement by evaluating the strengths and weaknesses of the organization through the survey results.

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8 Benefits Of Using Employee Pulse Surveys To Measure Employee Engagement

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1. Quick and Easy

One major problem with traditional surveys is that they are long and tedious. Pulse surveys are short, with only 5-10 questions sent at a time. The questions themselves are easy to understand, which ensures that employees find it less of a hassle.

Thus, pulse surveys provide a significantly higher participation rate than regular surveys. It enables HRs to get a precise idea of the employee experience situation.

Additionally, pulse survey platforms like Vantage Pulse provides a user-friendly interface that can be used across multiple devices and platforms. It ensures that employees get the benefit of taking the survey at their convenience.

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2. Timely

Pulse survey questions are sent out timely over an established period of time. It becomes easier for employees to get used to and even anticipate getting a survey. Similarly, businesses profit by getting a periodic update of the employee experience on workplace issues.

3. Anonymous

Employees distrust traditional employee surveys since the anonymity of the surveyor is a significant issue with it. To get accurate survey results, it’s vital that employees feel comfortable while taking the survey.

Employees will only be open and transparent about their issues when they know that the survey is anonymous. Pulse surveys provide them with this much-needed anonymity. Consequently, the survey results gathered will reflect a more genuine representation of the engagement level in the workplace.

4. Real-Time Trend Analysis

A good employee pulse survey will help you to measure employee engagement by analyzing the strengths and weaknesses of your workplace. It gives you the ability to view real-time insights by analyzing engagement trends over time.

The survey results reflect the improvements in scores, so you get to know if a new action plan that you have implemented is working or failing. Such analysis helps in measuring not only employee engagement levels but also other criteria such as employee turnover.

Some pulse surveys, such as Vantage Pulse, go one step further to assess real-time department-wise engagement scores. This feature helps you pinpoint the reason why specific teams are highly engaged while others are not.

Similar Articles: Employee Engagement Trends

5. Instant

Without the need for manual work, Pulse surveys start displaying results as soon as the first participant submits the survey. The instant results enable managers to start working on a suitable action plan for improving engagement without wasting any further time.

6. Feedback Culture

Pulse surveys promote open communication channels between the workforce and the company. Since its anonymous, employees are more likely to be forthcoming and honest about their opinions. Thus, it provides a transparency to the feedback that other employee engagement surveys won’t provide.

HR managers get a better understanding of what factors drives a better employee experience and what action plan to formulate. Similarly, employees feel more valued that their suggestions are being taken into consideration.

7. Employee Net Promoter Score

Pulse surveys, such as Vantage Pulse, use the eNPS format for measuring engagement. eNPS stands for employee Net Promoter Score, a much quicker and easy way for organizations to measure employee loyalty.

The advantage of eNPS is that it allows participants to rate their answers on a scale (0-5 or 0-10) instead of the binary Yes or No.

The employee net promoter score suggests some key questions. For example, “My manager cares about me as a person and values my opinion.”

Vantage Pulse uses the same method while asking the survey questions to get the accurate answer out of each issue.

Similar Articles: Employee Survey (A Beginner's Guide)

8. Easier To Manage

The beauty of Pulse Surveys lies in its simplicity. HR managers get the options to create and manage the survey in an easy to use interface. Also, there’s the added benefit of customizing the survey to fit the company’s needs.

With Vantage Pulse, managers get data-driven results to analyze trends, reveal employee turnover factors, predict employee behaviors, and ultimately improve the employee experience.


The effectiveness of pulse surveys has made multiple companies to establish it in their workplaces. Employee pulse surveys can support several areas of work and reshape the company culture, making it the best method to measure employee engagement.

Measuring engagement with a traditional survey can be lengthy and costly. So, the next time you need relevant employee feedback, use an employee pulse survey.

This article is written by Barasha Medhi who is a content marketer at Vantage Circle. She is always on the lookout for interesting tidbits about the current HR and employee engagement space. For any related queries, contact editor@vantagecircle.com