Connecting with Employees

December 11, 2014

Connecting with Employees

There’s been a movement towards employee “pulse” surveys where the temperature of the workforce can be assessed quickly for leadership. Instead of waiting for the annual survey of employee satisfaction, leaders can get a quickie on how employees are feeling about the company and their jobs. These snap polls are a great idea because it is instantaneous and leaders can get feedback before a mutiny and massive disaffection is upon them. I imagine, however, that many leaders might be hesitant to hear the raw truth on a regular basis. It has been my experience that CEOs are very sensitive to feedback that is critical and harsh, especially when it comes to understanding corporate goals. One CEO had tears in their eyes when they received the verbatim results from a quarterly survey among employees. But given a choice between losing your best people and hearing bad news, most CEOs would opt for the latter. Actually, hearing bad news is the job of CEOs from what I was once told.

In an article on the increase in these kinds of surveys, one CEO – Henry Albrecht of Limeade, said he uses these mini polls to get quick anonymous answers to one-question surveys and uses the answers as discussion points in his biweekly company meetings. Albrecht uses TinyPulse.

I had not heard of this company so did some investigating and found an interesting article from Fast Company on TinyPulse and the popularity of their one-question weekly polls of employees for leaders. Interestingly, they caution leaders not to use TinyPulse if they are not committed to Change (It takes dedication and patience to improve), Sharing (You’ll share the good and the bad with your team) and Action (After engaging with your team, you take action). Good advice. You have to want to hear it and do something about it or else you will be wasting everyone’s time.

But what I also found interesting was how they can also use the poll for employees to anonymously call out colleagues who are doing a good job. After the one-question poll, an employee can fill in a peer’s name and what they did to receive recognition. Cool idea. Puts the leader in touch with the everyday happenings at the company and motivates employees to boot. Nice touch.

Below are some sample TinyPulse Questions if you are interested:

 (On a scale of 1-10):

·       How happy are you at work?

·       How fair and competitive do you think our benefits are here?

·       How would you rate the match between your personal values and the organization’s values?

·       How seriously and effectively does your company take your feedback and suggestions?


·       Is your promotion and career path clear to you?

·       Do you have all the tools you need to be successful in your job?

·       My role here has real purpose and is more than just a job.

·       Do you feel you’re in control of your career path and progressing in your personal and professional development in our company?

(Open Answer):

·       If you would give notice and leave our organization, what would your primary reason be?


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Leslie Gaines-Ross
Leslie Gaines-Ross

As Weber Shandwick’s Chief Reputation Strategist, I focus on the ever changing world of reputation. For the past 25 years, I have relentlessly observed, researched and commented on the rise and fall of corporate and CEO reputations.

No Comments
  • Michael Lowenstein
    Posted at 18:07h, 11 December Reply

    Leslie –

    In line with your informative post, you might be interested in my recent blog on a closely related subject:

    • Leslie Gaines Ross
      Posted at 18:24h, 11 December Reply

      Michael, thanks for sharing. Great post! lgr

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