Role of managers in implementing the pulse survey process

8 min read
Role of managers in implementing the pulse survey process

What is the pulse survey process and why it is crucial? Now, before you start rolling your eyes and think, "Oh great, another management buzzword," let me assure you that this isn't your typical corporate jargon.

Picture this: You stroll into the office, grabbing your morning cup of Joe, when you suddenly spot two colleagues, Lisa and Mark, engaged in an intense conversation by the water cooler. Intrigued, you saunter over, eager to uncover the source of their animated exchange.

As it turns out, they've just completed their company's pulse survey—an invaluable tool designed to capture real-time employee feedback and gauge the overall health of the organization.

Lisa, ever the optimist, beams with enthusiasm, recounting how her manager, Sarah, took charge and skillfully led the charge in conducting employee pulse surveys. Mark, on the other hand, adopts a slight scowl, bemoaning the absence of such a proactive approach from his own manager.

And that is precisely why we're here today—to explore the indispensable role of managers in the pulse survey process. So buckle up and prepare for an eye-opening journey into the captivating realm of employee engagement and managerial finesse!

Table of contents:

What is the importance of a manager in a pulse survey process?

Ah, the power of a proactive manager in the pulse survey process! You see, managers are the linchpins connecting the dots between employees and organizational success.

They are the conduits through which valuable feedback flows, ensuring that the pulse survey process (surely not the annual employee engagement survey) becomes a transformative force within the company.

When Lisa's manager, Sarah, spearheaded the implementation of employee pulse surveys, she understood the profound impact they could have on employee engagement surveys.

Sarah recognized that fostering open communication channels and actively seeking employee input are the keys to building a thriving workplace culture.

With Sarah's guidance, the pulse survey results were meticulously analyzed, and actionable insights were derived. Armed with this knowledge, Sarah took swift action, addressing pain points, implementing changes, and celebrating wins. As a result, Lisa felt heard, valued, and motivated to give her best every day.

Now, contrast that with Mark's employee experience. His manager, let's call him Mike, didn't fully grasp the significance of employee pulse surveys. The surveys became just another mundane task to tick off the list, lacking the genuine intention to improve the workplace.

The feedback collected went unaddressed, leaving Mark and his colleagues feeling unheard and disengaged. Consequently, productivity took a nosedive, and employee morale plummeted.

Here's the takeaway, folks: managers who embrace the pulse survey (again, not the annual engagement survey) process with gusto can unlock a treasure trove of insights, enabling them to proactively tackle issues, nurture a culture of transparency, and drive employee satisfaction.

They have the power to transform a disengaged workforce into a motivated, high-performing team. So, to all the managers out there, it's time to harness the power of employee pulse surveys and lead your troops towards a brighter, more vibrant workplace!

What can a manager do to improve employee pulse score?

Alright, fellow workplace enthusiasts, let's roll up our sleeves and dive into the fascinating realm of boosting employee pulse scores! As we've already seen, managers play a pivotal role in shaping the online pulse survey process, but their influence doesn't stop there.

They also hold the key to improving those all-important scores and driving employee engagement to new heights.

Remember Mark and his less-than-thrilling staff pulse survey experience under the guidance of his manager, Mike? Well, fear not because we're about to explore a few practical steps Mike could take to turn things around and elevate those pulse scores.

First and foremost, communication is king. Managers like Mike need to open up a dialogue with their teams, not just during the employee pulse survey period but on a consistent basis.

Regular check-ins, team meetings, and even casual conversations can foster an environment of trust and openness where employees feel comfortable sharing their thoughts and concerns.

Next, it's crucial for managers to take action based on the pulse survey feedback. If employees express concerns about a specific issue, such as work-life balance or lack of growth opportunities, managers should actively seek solutions and implement changes.

This demonstrates that their opinions truly matter and can lead to tangible improvements in the work environment.

Moreover, recognition and appreciation go a long way. Managers should acknowledge and celebrate the achievements and hard work of their team members. By providing positive feedback and recognizing their contributions, managers can instil a sense of pride and motivation within the team.

Lastly, continuous learning and development should be encouraged. Managers can provide opportunities for skill-building, career advancement, and training programs that empower employees to grow both personally and professionally.

By adopting these strategies, managers like Mike can positively impact employee pulse scores, fostering a culture of engagement, trust, and continuous improvement.

How AI can help managers to be more accountable for their pulse score?

How AI can help managers to be more accountable for their pulse score?

Picture this: Managers logging into their personalized manager dashboard, equipped with a plethora of AI-driven tools to elevate their effectiveness and engagement. It's like having a trusty sidekick by their side, providing insights and data to fuel their managerial prowess.

One of the remarkable features of this manager dashboard is the Manager Statistics section. Here, managers can delve into a treasure trove of metrics and statistics that offer a bird's-eye view of their team's engagement.

They can track the engagement score, overall participation rates to reduce survey fatigue, and even their own manager e-NPS (Employee Net Promoter Score) in comparison to managers in other departments. This not only fuels healthy competition but also offers valuable benchmarks for self-improvement.

But wait, there's more! With AI in pulse scores, managers can unlock a world of actionable insights. The AI algorithms analyze the employee pulse survey responses and identify patterns, trends, and potential areas of improvement that annual surveys fail to provide.

Managers can receive targeted recommendations tailored to their team's specific needs, empowering them to take proactive steps in enhancing engagement and driving positive change.

Moreover, AI can provide real-time feedback alerts to managers, keeping them informed about emerging concerns or issues within their teams. This enables them to address problems swiftly, preventing them from escalating and negatively impacting the pulse scores.

With the aid of AI, managers can harness the power of data to hold themselves accountable for their pulse scores. The personalized dashboard and AI-driven insights equip them with the tools they need to become more effective and responsive leaders. It's like having a superpower that enables them to steer their teams toward success and create a thriving, engaged workforce.

How to empower managers to take action on employee pulse feedback?

We've already seen how employee pulse surveys and AI can provide valuable insights, but the true magic happens when managers turn those insights into meaningful change. Let's dive in!

Take Mark's manager, Mike, as an example. After receiving pulse survey feedback from his team, Mike can leverage his newfound knowledge to drive action and foster a more engaging work environment. So, how can we empower managers like Mike to make a difference?

Firstly, it's important to provide managers with the necessary resources and support. This includes access to training programs or workshops on effective communication, conflict resolution, and leadership skills. By equipping managers with the right tools, they can confidently navigate the feedback received and address any concerns or issues.

Next, encourage open dialogue and collaboration within the team. Managers can schedule team meetings or one-on-one discussions to discuss pulse survey results, allowing employees to share their thoughts and ideas on how to improve specific areas. This collaborative approach not only empowers employees to take ownership but also ensures that their voices are heard and valued.

Lastly, recognize and celebrate successes along the way. When managers implement changes based on pulse feedback and witness positive outcomes, it's essential to acknowledge and appreciate their efforts. This fosters a culture of continuous improvement and motivates managers to remain proactive in addressing employee concerns.

By empowering managers like Mike to take action on employee pulse feedback, we create a workplace where feedback becomes a catalyst for positive change.

What can organizations do to equip managers for employee pulse check?

Let's explore what organizations can do to equip managers for the employee pulse check. Here are some key pointers to help organizations empower their managers:

Provide training and development: Offer comprehensive training programs that focus on effective communication, active listening, conflict resolution, and leadership skills. Equip managers with the tools to navigate pulse survey feedback and foster meaningful conversations with their teams, which can be daunting with annual employee engagement surveys.

Foster a feedback culture: Create an organizational culture that values feedback at all levels. Encourage open and transparent communication channels where employees feel comfortable providing feedback and managers actively seek it. This helps managers understand the pulse of their teams and take action accordingly, like an early warning system.

Offer manager support resources: Establish resources such as playbooks, guides, and best practices specifically designed for managers to navigate the employee pulse survey process. These resources can offer insights into interpreting feedback, addressing concerns, and implementing action plans.

Establish clear expectations: Set clear expectations for managers regarding their role in the pulse survey process. Clearly communicate their responsibilities, such as analyzing feedback, formulating action plans, and tracking progress. This clarity enables managers to take ownership and accountability.

Facilitate collaboration and learning: Foster opportunities for managers to collaborate and learn from each other's experiences. Establish forums, workshops, or mentorship programs where managers can share insights, exchange best practices, and support one another in leveraging employee pulse survey feedback effectively.

Recognize and reward managerial excellence: Acknowledge and reward managers who demonstrate exceptional leadership in utilizing pulse survey feedback to drive positive change. This recognition encourages a company culture of continuous improvement and motivates managers to excel in their roles.

By implementing these strategies, organizations can equip managers with the necessary tools, skills, and support to excel in the employee pulse check process. Remember, it's a collaborative effort that enables managers to create a thriving work environment where employee voices are heard, valued, and acted upon.


Managers play a pivotal role in implementing the employee pulse survey process and driving employee engagement. We've seen how managers like Sarah can inspire their teams by actively listening, analyzing feedback, and taking swift action.

Conversely, managers like Mike, without the right guidance, can miss out on valuable opportunities to improve employee engagement and employee pulse scores.

To navigate this critical terrain effectively, organizations need a robust platform like CultureMonkey.

With its personalized manager dashboard, AI-driven insights, and comprehensive resources, CultureMonkey equips managers to make data-informed decisions, foster open communication, and drive positive change.

By embracing CultureMonkey's pulse survey software, organizations can empower their managers to take action on pulse survey feedback, creating a culture of continuous improvement and engagement. Visit CultureMonkey to revolutionize the way you implement and leverage employee pulse surveys.