Employee Pulse Survey

The Empuls Employee Pulse Survey is built on the Deming Cycle principles of continuous improvement. It measures employee pulse periodically — recommended quarterly — through a time-tested questionnaire and provides real-time insights to HR teams. The Employee Net Promoter Score (eNPS) is the key metric targeted by this survey, offering detailed insights to Survey Admins to improve the organisation's eNPS score.

The survey has a three-tier structure designed to address the root cause of employee satisfaction or dissatisfaction at the workplace.

Level 1: eNPS Question Employees are asked how willing they are to recommend their organisation to friends and peers on a scale of 1 to 10. Responses to this question determine the organisation's eNPS — the north star metric for employee engagement.

Level 2: Engagement Questions Employees are asked 15 questions to understand the reasoning behind their eNPS score. These questions cover the full range of parameters that determine the employee experience and are framed on a 5-point Likert Scale (Strongly Disagree to Strongly Agree).

Level 3: Open Feedback Employees are asked an open-ended question to anonymously share opinions, feedback, or suggestions. This helps HR teams understand specific issues in the employee's own words and is a powerful tool for identifying the root cause of implicit issues across the organisation.

There are two modes of running the Employee Pulse Survey on Empuls.

One-Time Survey Run: The Empuls admins control when the survey is to be triggered across the organisation. The survey invites are sent to all active users simultaneously. This is ideal for organisations with more than 500 employees since it reduces responder fatigue and increases response accuracy. This mode is meant for smaller organisations to collect feedback in one go, analyse the responses, and implement changes. The HR team should re-run the survey once action plans have been implemented based on survey insights.

Quarterly Survey Run: In this mode, one-third of all active users are invited to participate in the survey each month in a quarterly cycle. Empuls groups all users across the organisation in three groups created randomly. Each user group is surveyed once a quarter, covering the entire organisation quarterly. This is ideal for organisations with >500 employees, as it helps the HR team collect employee feedback every month and make improvements on an ongoing basis. Progress can be measured in shorter durations by tracking the movement of key metrics monthly.

Employee engagement matters for organisations of all sizes — startups and multinational enterprises alike. The more engaged employees are, the more likely they are to stay with an organisation and voluntarily go the extra mile to ensure business goals are achieved.

​💡 Businesses with more engaged employees than average result in 27% higher profits, 50% higher customer loyalty, and 50% improved sales.

The more engaged your employees, the lower the churn rate and the higher the employee retention ratio — driving success, profits, and business growth.

eNPS - Employee Net Promoter Score, uses the NPS system but replaces clients with employees to measure internal sentiment. Employees are asked one question on how likely they are to recommend the company as a workplace of choice. Based on responses, employees are categorised into three groups:

Promoters: Score of 9 or 10. These are the most engaged employees — motivated, happy, and enthusiastic about recommending others to join.

Passives: Score of 6 to 8. These employees are considered neutral, with neither a positive nor a negative sentiment.

Detractors: Score of 0 to 5. These employees have a low engagement rate and require detailed analysis to understand the root cause of their negative sentiment.

eNPS is based on the NPS system developed by Bain and Co's research team headed by Fred Reichheld to assess customer satisfaction and loyalty.

Two questions are asked of an employee in an eNPS assessment:

Question 1: On a scale of 0 to 10, how likely are you to recommend this organisation as a place of work to a friend or colleague?

Question 2: Why did you give this score? (open-ended question)

eNPS is calculated as the difference between the ratio of promoters and detractors, and can range from -100 (all detractors) to +100 (all promoters). A score around +30 is generally considered good, and +50 is considered excellent.

The following key engagement drivers influence an employee's eNPS score:

It's all about unifying the organisation's efforts towards a common objective. Strategic planning and communication are essential functions of an organisation's management and help in prioritising and allocating resources to ensure that everyone is working towards one common vision.

A pristine culture is built with happy employees - but where does happiness come from? The hygiene dimension considers how comfortable the workforce is with its roles, financial safety, and psychological well-being. Employees are more engaged when they feel a sense of dignity and respect and know that it is a safe and secure workplace. All this helps reinforce that they are the employee of choice for the organisation. These practices and norms free employees from financial, physical, and emotional concerns, which results in a more engaged workforce.

Human interaction is the key to a healthy work culture. The question is, what is your organisation doing to build a healthy work culture? Building meaningful relationships within the workplace is very important for employees. Get key insights about peer-to-peer relationships, superior-subordinate hierarchies, and cultural dynamics. Relationships are essential for individuals who need a personal connection for support, meaning, friendship, etc.

Employees thrive in circumstances where they have a chance to bloom in the best way possible. The Pulse Survey answers what the workforce wants and perceives current rewards and performance structure. Employee appreciation is an essential part of human needs in the workplace. Employees are happy when a manager appreciates their excellent work. When employees are valued for their work and the effort they have put in, their productivity levels increase, and this motivates them to improve themselves.

A. eNPS Question, i.e. On a scale of 1-10, how likely are you to recommend {{Your Organisation Name, e.g. Pied Piper}} to a friend or a colleague?

B. Engagement questions that have 15 Likert scale questions (Strongly Disagree–Disagree–Neutral–Agree–Strongly Agree) to measure engagement across key dimensions.

C. Is there anything else you would want to share with us? (Open-ended feedback questions that employees can answer with free text)
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Application URL : https://{{tenant_url}}/home/surveys/org