Sarah’s Corner: Doing an Employee Pulse survey
We did an eNPS and learned a lot from it. I want to show you what’s the point of it, and why it matters to improve your company culture.
As you’ve seen, company culture is very important for GoCo. We recently did an employee pulse survey, or eNPS, to better understand where our employees’ heads were at regarding company culture.
After a decent amount of research, we realized that there are tons of resources out there to do eNPS; however, since we are still a small business, we don’t need a partner/consultant yet, so we opted for a super simple solution. Here’s what we did:
First, we created a survey on SurveyMonkey. Then we compiled the answers, analyzed results, and immediately applied what we learned to internal programs. Easy peasy!
In the survey, we asked everyone:
- Identify your department (in a drop-down menu)
- How likely would you be to recommend GoCo to a friend? (scale 1-10)
- What should we start doing?
- What should we continue doing?
- What should we stop doing?
It took people an average of 7 minutes to complete the survey. After we closed out the survey, we began to analyze the results.
I combed through everything: all the comments, the scoring, the different departments, to see what I could find.
Now, admittedly, I was lucky. Generally, everyone at GoCo was happy and excited to see where the company was going. But I was looking for themes. I broke all the comments from survey questions 3, 4 and 5 down into the following and highlighted the most mentioned.
- Work Environment
- Upward Mobility
- Customer focus
- Organizational Vision
- Information & Communication
There are entirely too many categories here. I got a bit carried away with the themes and my CEO suggested I scale them back to 3 categories: Team, Perks, and Work. But the same idea, we scored them out and used a pivot table to see what would come to the top.
The survey was meant to steer us towards new programs and policies that can support our team’s wants and needs to be better. And we’re going to do this twice a year, so I’ll get another pulse check in March and can re-evaluate.
HR person to HR person – when you get the redundant tasks and compliance paperwork off your desk, you can start doing programs that actually make a difference for your co-workers and continue to add value. From the survey results, we rolled out a mental health awareness initiative with the underlying goal of connecting people to each other. More on that next time.
As always – let me know if you’ve done anything similar and what you’ve learned or can pass on. I can’t wait to hear what you do! You can email me here.