Kudos® Pulse Surveys

eNPS

• Description: The Employee Net Promoter Score (eNPS) question measures employee loyalty and is based on a single question: "On a scale of 0 to 10, how likely are you to recommend working at this company to a friend or colleague?" Respondents are categorized as Promoters (9-10), Passives (7-8), or Detractors (0-6).
• When to Use/Why: Use the eNPS question to quickly gauge employee engagement and loyalty. It’s a straightforward metric that can be tracked over time to measure the impact of changes in the workplace. eNPS is beneficial for identifying overall employee sentiment and the likelihood of employees to act as ambassadors for the company.

Open-Ended Comments

• Description: Open-ended questions allow respondents to answer in their own words without being constrained by predefined options. These questions can provide rich, qualitative data.
• When to Use/Why: Use open-ended questions when you're looking for detailed feedback, explanations, or suggestions. They are particularly useful for gathering insights into user experiences, understanding complex opinions, or exploring new topics where the range of possible responses is not well understood.

Boolean (Yes/No)

• Description: Boolean questions require respondents to choose between two options, typically "Yes" or "No." This type of question is straightforward and easy to analyze.
• When to Use/Why: Use boolean questions when you need clear, binary responses to specific questions. They are particularly useful for filtering questions (to determine if the respondent qualifies for further questions) or for simple yes/no queries about experiences, preferences, or basic facts.

Likert Scale (1-5 Rating Scale)

• Description: A Likert scale question asks respondents to rate their level of agreement or satisfaction along a scale, usually from 1 to 5. The scale often ranges from "Strongly Disagree" to "Strongly Agree" or from "Very Unsatisfied" to "Very Satisfied."
• When to Use/Why: Use Likert scale questions when you want to measure the intensity of feelings or opinions about a statement or service. They are beneficial for understanding nuances in attitudes and preferences and can be used to assess customer satisfaction, employee engagement, or attitudes towards a product or policy.

Question categories

The available questions and categories encompass a comprehensive range of questions aimed at dissecting various aspects of employee engagement and satisfaction within the workplace. Each category delves into crucial areas affecting workplace culture, performance, and employee morale. Here's how insights from each category can be valuable:

eNPS

• Insights: eNPS questions help gauge employee loyalty and their willingness to recommend the company as a great place to work. This metric provides insight into overall employee satisfaction and pride in the company.
• Value: Understanding eNPS helps a company identify its strengths in terms of employee satisfaction and areas for improvement. A high eNPS indicates strong employee engagement and a positive work culture, while a low score signals the need for interventions. The open-ended follow-ups offer specific feedback on what the company is doing well and what could be improved, directly from employees' perspectives.

Communication

• Insights: These questions explore how effectively information is shared across the company, the clarity of communication from leadership, and the transparency between peers. They also assess whether employees understand the company's goals and objectives.
• Value: Insights from this section can help identify gaps in communication that may affect productivity or employee satisfaction. Improving communication can lead to better alignment with organizational goals, increased efficiency, and a more inclusive company culture where employees feel informed and heard.

Manager Relationship

• Insights: This category focuses on the quality of the relationship between employees and their managers, including communication, respect, and opportunities for growth.
• Value: The relationship an employee has with their manager is crucial for job satisfaction and engagement. Insights here can highlight areas where managers excel in supporting their teams and where they might need additional training or resources to better support employee development and address concerns.

Recognition

• Insights: Questions in this category evaluate how well contributions are acknowledged, whether employees feel valued for their work, and if the rewards align with company values.
• Value: Recognition is a key driver of employee engagement. Insights gained can help the company understand if its recognition and rewards systems are effective in motivating employees, identifying areas where recognition may be lacking, and ensuring that recognition aligns with company values and behaviors it wants to promote.

Wellness

• Insights: This section assesses employees' workload, work-life balance, and the emotional impact of their work.
• Value: Employee wellness is directly linked to productivity, satisfaction, and retention. Insights from these questions can inform initiatives to improve work-life balance, manage workloads better, and support employee wellness, leading to a healthier, more engaged workforce.

Collectively, these insights enable a company to build a comprehensive understanding of its organizational health, employee engagement, and areas requiring attention or improvement. By addressing these areas, a company can enhance employee satisfaction, boost morale, and ultimately improve performance and retention rates, contributing to a more positive and productive workplace culture.

The Anonymity Pledge

The Anonymity Pledge will be displayed on the same page as well as on the survey itself and the email notification sent to the users, it will also be included at the bottom of the survey introduction by default.  The following will be the actual text included - please note this section cannot be edited  “Your survey responses are completely anonymous; we do not collect any identifiable information or track your answers back to you. Your identity will remain entirely confidential.”

The Anonymity threshold can be set on the Survey information page This will mean that unless the number of responses set on this threshold is met Admins will not be able to see any results of the given responses. This threshold, currently, can be set to a minimum of 5, 10 or 15 responses.

 The Survey Duration can also be set with a Start date and End date. Please note once the survey start, Kudos will send an email to all participants, as well as a reminder only to users that have not responded yet, 3 days prior to the survey end date.

Finally, the Preview Survey and Preview Email button will provide you with a visual representation on how the Survey will appear to the participants.

 Should any updates to the current Survey Settings be necessary, the “Back to Step 1” button will allow to revisit the previous menu and add the changes.

 The Last step would be to “Schedule Survey”. If the start of the Survey is set in the future the Survey will be marked as “Scheduled”, if the survey will be set to start immediately, on the same day, it will send the email notification right away and the status of the Survey will be marked as “Active” in the main menu.

Please note all participants will be required to have an active login session in their Kudos account to respond to the survey. If they are not currently logged in, they will be asked to authenticate before responding to the Survey questions. By default there is a minimum of 1 question that needs to be responded to in order to submit the response.

Users will not be able to respond to a survey that has ended and will kindly be informed that the survey has ended and no longer accepts responses.   

  Pulse Survey Results - Analytics

Pulse Surveys are often similar to employee engagement surveys however by definition, they are shorter, conducted more often (monthly or quarterly) and they always measure the same elements in order to provide you with a trend analysis. Each Pulse Survey provides a “pulse”, i.e. a snapshot in time of a specific aspect or overall employee engagement in your company.  These pulse checks allow you to track aspects of your company culture at regular intervals, enabling you to plot trends over time. That’s why the Pulse Survey analytics dashboard includes both the results for each question in the current survey being reviewed, as well as a trend analysis comparing results from every other pulse survey where the same question was included. The eNPS analytics also include a breakdown of score by team, where the team response rate meets the anonymity threshold, and open-ended comments are compiled in a table for easy  processing.

Response rate

eNPS

Likert scale

 Boolean

Pulse Survey Results - Executive Summary

The AI-generated Executive Summary is a new feature designed to complement our existing Pulse Survey analytics. This feature leverages artificial intelligence to create concise, impactful summaries of your survey results, enabling you to effectively present data-driven insights to executives. By automating the summarization process, this feature helps you save time and enhances your ability to secure executive buy-in for action plans derived from survey data. 

The AI-powered Executive Summary is available for all pulse surveys and easy to access: once your survey is complete, you can generate an executive summary directly from the analytics page by clicking on the Download Executive Summary button. The report is generated on demand and emailed as a downloadable PDF document, allowing you to easily integrate the content into your preferred presentation format. The Executive Summary is intended as a tool to help you craft a concise and compelling presentation intended for upper leadership and decision-makers. Based on the questions included in your survey, it will provide a combination of key findings by category or theme, benchmark insights where applicable and actionable insights.

Kudos® Pulse Survey Best Practices

The key to Pulse Surveys is the iterative process of collecting feedback, analyzing insights, and implementing targeted solutions. This approach allows companies to stay responsive to the evolving needs and concerns of their workforce, ultimately fostering a more engaged and satisfied employee base. 

Frequent and Regular Surveys 

Conduct short and frequent pulse surveys rather than relying solely on annual or biannual surveys. Regular check-ins provide real-time insights into the changing dynamics of the workplace, allowing for quicker identification of areas that need attention. Quarterly or monthly surveys can capture trends and fluctuations in employee engagement more effectively. Kudos Pulse Surveys can easily be planned for and scheduled ahead of time. 

Quantitative and Qualitative Questions 

Combine quantitative questions with open-ended qualitative questions. While quantitative data helps track numerical trends, qualitative insights provide depth and context. Ask employees about their experiences, suggestions for improvement, and any challenges they face. This dual approach provides a comprehensive understanding of the factors influencing employee engagement. Carefully crafted quantitative and qualitative questions have been included in each of the categories available within Kudos Pulse Surveys. 

Anonymity and Confidentiality 

Ensure that pulse surveys are anonymous and confidential to encourage honest and open feedback. Employees are more likely to share their true sentiments when they feel their responses won't be traced back to them. This anonymity fosters a culture of trust, leading to more accurate and valuable insights. Kudos Pulse Surveys have a minimum anonymity threshold of 5 but this can be increased to better protect the anonymity of smaller segments within the company. 

Quick Turnaround and Actionable Feedback 

Prioritize a quick turnaround in sharing survey results and, more importantly, demonstrate a commitment to acting on the feedback received. Communicate the actions to be taken based on the survey findings. This proactive approach shows employees that their input is valued, and that the organization is responsive to their needs, ultimately contributing to increased employee engagement.

We hope this article helps! If you have any questions, please feel welcome to reach out to our Support Team at support@kudos.com.