Annual surveys can be time-consuming and often see low response rates.
Our pulse surveys are shorter and more frequent, helping your employees stay engaged. Choose from our question library, or build a custom survey from scratch.
Hit the ground running with our psychologist-backed question library.
Chosen to tackle the ten key drivers of employee engagement, they’ll help you benchmark your organisation and uncover areas for improvement.
Kate Leatherland
HR Director
Our algorithm sends each employee a different mix of questions. That helps keep things fresh and means you’ll start seeing valuable results from your very first send.
Just tell us when to send your surveys and we’ll do the rest.
Change is often met with skepticism and resistance, but having the data to back up your proposals can make all the difference.
Our in-depth reports can help enhance your presentations, winning buy-in from leadership.
If you’re hearing about a problem for the first time in an exit interview, something’s gone wrong.
Insights helps you identify issues early, so you can make the right changes and avoid losing valuable employees.
Pulse survey is a term growing in popularity in regards to employee feedback.Compared to the traditional annual review, pulse surveys are shorter and more frequent - the name itself works twofold, referring both to its administration (in short, frequent bursts) and its purpose (to feel the pulse/health of your business).
Annual reviews are conducted, as the name suggests – annually. This means that a whole year can go by without employees having a chance to give feedback on how the business is operating. This means that when the annual data is returned to HR teams, it can be overwhelming and feel almost impossible to tackle all issues that have been raised.
Pulse surveys, on the other hand, are shorter and ask questions on more specific areas of the business, on a regular basis. The focused nature of the questions allows you to make faster improvements and by removing the need to sort through answers, you have more time to interpret the data and focus on making changes that will transform your business.
They are an extremely useful way to gather insight on what is affecting your employees and what’s important to them. They give your employees a voice, measure and increase employee engagement, gauge morale and understand how satisfied employees are with their work environment, teams, management and company culture.
With this feedback, you’re able to make data driven decisions to improve company performance.
Perkbox Insights asks questions on 10 key drivers of employee engagement - from our psychologist-backed question library.
These 10 key drivers include: teamwork, communication, meaningful work, culture and diversity, learning and development, management, career opportunities, quality of life, strategy and leadership, and reward and recognition.
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