Vores 2-minutters survey er baseret på videnskab, det er super nemt og giver dig præcis hvad du har brug for; Overblik, benchmarks, trends, analyser og actions.
Zoios’s pulse surveys are the easiest way to take care of your organization’s most-valuable asset.
Find nemme svar på spørgsmål som: Er folk mere stressede mod slutningen af projekter? Er fjernmedarbejdere mindre glade end folk på kontoret?
Choose how often to measure and let Zoios handle the rest. We’ll automatically send the survey and let you know when new data is available.
Measuring often allows you to catch sudden changes in scores and identify patterns.
We follow-up with employees to make sure you get as many responses as possible. You can always look at your response rate from within Zoios.
We have already done it for
Employee pulse surveys have become increasingly popular. The world is moving faster than ever, and keeping an eye on the health, engagement and well-being of your most important asset makes sense. Although surveys aren't innovative or sexy, we all know what they are, they have strong scientific power and that creates comfort and buy-in internally.
However, there are mistakes you shouldn't make when implementing a pulse setup. We've helped literally hundreds of companies and thousands of teams run pulse surveys, and here are the mistakes you should avoid at all costs.
The big strength of more frequent pulse surveys relative to a big annual survey is that:
a) We can track trends over time
b) We can teach managers how to utilize these insights and
c) We can set goals for ourselves and track our progress towards our desired workplace culture.
However, if you change the survey questions or topics every quarter, we aren't able to utilize any of those strengths.
Many fall into this trap of wanting new insights and new topics all the time, sometimes urged by executives with strong opinions. Resist this. Consistency is what makes pulse surveys powerful.
When you measure employee satisfaction or employee engagement on a company-wide level with an annual or bi-annual survey, it's reasonable to accept lower response rates. Why? Because 100 answers in a 200-person company is a statistically significant sample (as long as it's relatively distributed across the organization).
However, with pulse surveys you need to activate your managers and teams, and managers aren't going to trust and use the results if only 3 out of 6 people in their team have answered. We need to drive response rates higher to ensure meaningful insights for most teams.
Low participation at the team level makes pulse surveys useless for the people who need them most: frontline managers trying to improve their teams.
You get a nice 84% average response rate on the first couple of pulse surveys, but now it's beginning to decline. Why? If managers don't have access to department and team results, if the results are only ever (if at all) discussed at town hall or all-hands meetings, and employees don't feel it's used for anything meaningful, then participation drops.
When running monthly, bi-monthly or quarterly pulse surveys you need to make sure that results are shared in teams and departments for discussion and shared responsibility. Many think of only the managers, but it's a collective responsibility driving a healthy and sustainable culture.
Furthermore, if employees are never engaged in conversations about the pulse results, or never hear about it from their manager, they must assume it's not being used for much and then they stop wasting their time answering.
The 3 criteria that drives pulse survey success
At Zoios, we've helped literally thousands of teams run pulse surveys successfully and there are a few criteria, or components, that the best ones get right.
Have you ever tried just working out when you feel like it, or just doing 1:1s with employees when the timing is good? What happens in reality is that it's done less frequently than we believe and know is meaningful for the organization.
You should decide on a schedule of pulse surveys from the start, regardless of whether that is monthly, bi-monthly, quarterly or some custom selection of 5 months during the year (e.g. Jan, Mar, May, Sep and Nov).
Furthermore, you should run a consistent set of questions in your survey. This allows for tracking trends and training managers in the factors and elements your pulse measures. We'd recommend measuring engagement, satisfaction, strain and eNPS (that's our 11-question scientific pulse).
Survey results are the most relevant just after they were collected. Employee sentiment can change quickly on a team level. Pulse surveys should be used by every manager with a decent sized team, so make sure they have instant and real-time access to the data of their teams.
Once they have access to their data we can begin to train them in the framework we use and they can take ownership of the results.Way too often we hear that managers were given PDF reports up to 8 weeks after the survey was initially sent to employees and by then the pulse survey is almost useless.
Help managers present the results for their team and use it for team actions. This is the only way to ensure the feedback loop is complete and that the pulse survey is perceived as valuable by employees, enticing them to continuously answer the pulse.
This, however, requires tremendous work on playbooks, suggested actions, question templates and other artifacts that you get out-of-the-box with a solution like Zoios. Every manager will receive individualized recommendations, questions to ask during employee check-ins or team conversations to facilitate.
Jeg tror, at fordelen ved konkrete data er, at vi kan følge udviklingen over tid, og det gør os i stand til at teste vores intuitioner.
Plus, dataene giver os noget håndgribeligt og handlingsbart at arbejde med.
We have already done it for
Getting started with Zoios is easy and you can trial our pro plan for free. You can also continue to measure employee satisfaction for free on our starter plan.
Importer alle dine medarbejdere fra en Excel- eller CSV-fil. Vi hjælper dig med at gøre dette gratis inden for en dag for at undgå tekniske problemer.
Hvis du har et HR-IS-system Vi kan også oprette en integration, der automatisk synkroniserer medarbejderoplysninger fra dit HR-system til Zoios platformen.
Tilføj en hvilken som helst segmentering som du måske vil have som køn, generation eller niveau.
Make sure your managers are aware that you're introducing this system to get an overview of the organization and be more proactive on employee trends, not to monitor their individual performance.
Communicate it at an all-hands or town hall meeting. Let employees know you'll start measuring more actively and need their input. We have a presentation template you can use that covers anonymity practices, timing and what to expect.
To run your survey you decide what day you want it to be sent, and then Zoios manages all the sending and follow-ups with employees automatically.
If you use Slack then add that integration in just four clicks before the date of your survey.
The system automatically enforces anonymity, so results from any groups that are too small will not be visible.
The data is instantly available and converted into intuitive reports with benchmarks and deep analyses across the entire organization.
You then give your managers access to their departments and teams, and the platform will serve them detailed reports, root cause analyses and concrete actionable recommendations to improve their leadership and the eNPS, well-being, satisfaction and stress levels in their team.
Zoios is anonymous for employees, and SOC-2 TYPE II certified.
Dine medarbejdere er din virksomhed.