A Pulse Survey is a short and timely engagement survey sent to employees to help organizations gain information and clarity about the employees' well-being and satisfaction at the workplace. Ultimately, pulse surveys help improve employee happiness, satisfaction, and employee retention.
Let's create happy, healthy workplaces together.
A Consumer Goods Company located in Bangkok, Thailand, faced people challenges during the Pandemic, particularly employee engagement challenges. Management were not happy to learn that these challenges were hindering growth opportunities and having an affect on company performance and revenue.
Engagement surveys, feedback forms, and suggestion boxes are popular feedback tools to listen to and understand employees. The problem is that these tools attract critical input by design.
Our workplaces have changed. We continue to experiment with new ways of work. Business leaders must lead the initiative to measure and manage organizational health.
Employee engagement is usually targeted towards HR. However, research has shown that managers account for more than 70% of the variance in employee engagement. This is because managers fill in the roles HR cannot: the roles of personalizing relationships, connecting with, and empowering employees.
Studies show that culture fit and feeling valued at work affect employee well-being, with culture fit most important.
Our studies show that receiving recognition helps employees appreciate the support they receive from others and triggers them to give recognition too.
The transition to working from home has been challenging for most. Work stress is at an all-time high, impacting mental health and productivity significantly. This WFH "experiment" isn't a short-term exercise that we can voluntarily leave.
Our study shows that active managers lead teams with 5x higher eNPS than teams led by non-active managers
Our study shows a strong relationship between the amount of recognition an employee receives and their happiness at work.
We study whether there is a correlation between toxic behaviors and soft skills to better understand triggers and how to prevent toxic behaviors at work.
We examine the impact of soft skills on employees’ well-being and happiness to expand our knowledge on soft skills in the workplace.
Soft skills have become more critical, as more job activities become automated. Our study explores which soft skills impact performance at work.
When employees are happy and satisfied with their job, they are more likely to stay loyal and advocate for the company. They will recommend their company as a great place to work.
A recent study confirms employees’ well-being and happiness significantly predict an individual's performance.
After The Great Resignation, organizations find another post-pandemic phenomenon to worry about: Quiet Quitting.