In recent years, more and more companies have shown interest in pulse surveys – short, regular surveys designed to understand employees’ everyday experiences and attitudes. These surveys have become trendy and seemingly easy to implement. But behind this speed and convenience lies a critical question:
Do pulse surveys really deliver what we expect from them?
To choose the most suitable approach, it’s important to understand the nature, strengths, and limitations of both types of surveys.
What is a Pulse Survey?
Pulse surveys are a quick and simple way to gather feedback on employee engagement or attitudes. They are short, focused on a few questions, and often conducted with a smaller segment of employees. This means they:
- Require little time from employees or managers,
- Allow for fast reactions to current issues,
- Promote ongoing dialogue with the team.
However, this simplicity can also be a downside – the narrow scope and fragmented data can lead to hasty conclusions or a distorted perception of reality, especially if decisions are based on just a few negative comments.
What Does an Organizational Survey Offer?
In contrast, an organizational survey, such as Tripod’s Organizational Wellbeing Survey, provides a deeper and more structured view of the entire organization. These surveys are grounded in scientific research and:
- Involve the entire workforce,
- Address key aspects of organizational development – leadership, collaboration, culture, motivation, efficiency, and more,
- Provide both quantitative and qualitative data – allowing year-on-year comparisons,
- Reveal causal links between strengths and areas for development.
This approach requires more time and effort, but it also reveals the context – not just what is happening in the organization, but why.
Which Should You Choose?
Our experience at Tripod shows that the best results come from combining both approaches:
conducting a comprehensive organizational survey one year, and a pulse survey the next to monitor specific focus areas.
This way, you get a strategic overview along with the flexibility to respond to daily challenges.
In Conclusion: A Choice with Growth in Mind
If your goal is simply to “check how employees are feeling today” – a pulse survey may be sufficient.
But if you want to understand where your organization is heading and how to strengthen it long-term,
an organizational survey is an invaluable tool.
The smartest move is to combine both approaches – letting speed support quality, and quality drive meaningful development.
Would you like to find out which approach suits your team best?
Get in touch with us at Tripod Link – we’ll help you choose the most effective solution.
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