Six Reasons Live Pulse Feedback Goes Beyond Soft Information Flow
Live Pulse Employee Feedback:
Why Does it Matter?
Live Pulse employee feedback model, if implemented in a context-aware and measurable way, can lead to 2x improvements in decision making, coordination and better conflict resolution. Simulations and anecdotal evidence suggest that self-aware teams do significantly better (research).
Organizational and team-level self-awareness is the direct consequence of the Live Pulse employee feedback model. Empowering employees to push contextual feedback frees organizations from the survey trap and dramatically boosts culture.
"The behaviors of highly engaged business units result in a 23% difference in profitability". This is why Live Pulse is more than just a soft information exchange.
Six reasons why companies should consider Live Pulse employee feedback
#1. Immediate Insights into culture themes
#2. Immediate Insights into the business processes
#3. Manager Effectiveness and Responsiveness
#4. Employee Empowerment
#5. Continuous Improvement
#6. Proactive Issue Resolution
Summary
Life pulse feedback offers a culture of continuous improvement, employee engagement, and responsiveness. It helps organizations stay connected with their employees and create a positive and productive work environment.
Today, the most successful companies prioritize employee satisfaction to boost employee engagement. Workplace factors such as diversity and inclusion, compensations and benefits, culture and values, and work-life balance play a huge role in loyalty and productivity.
Benefits of Live Pulse employee feedback model:
- non-survey (zero-cost) gauge of changes in employee sentiment over time and identify emerging issues or areas of improvement
- identify unavoidable conversation triggers
- initiate authentic and evidence-based conversations that delve deeper into employee experiences and perceptions of belonging
- identify areas where employees can be injected into strategy setting
- boost authenticity of leadership forums by referencing data points and trends pushed by employees
- management communications
- town halls
- 1-1s with teams
- 1-1s with employees
Where to next?
Best team culture is not an accident - it is created when leaders and HR focus on continuous feedback and development rather than a once-a-year evaluation. Discreet surveys are the least efficient and least liked approach to employee engagement.
Switch to the Live Pulse employee feedback model!
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The best way of achieving ongoing awareness is to enable front-line team members to communicate contextual and measurable thoughts directly from daily communication tools like Slack or Microsoft Teams.
Neelix.IO is specifically designed for such real-time transparency and achieves so without oversharing. With added psychological safety and humour-assisted options, Neelix platform can make workplace transparency a reality if leadership of the organization is authentic about connecting with the grassroots.
Empirical Evidence
Airbnb (reference):
Feedback Collection Method: Airbnb uses a combination of employee feedback. Anonymous feedback to encourage honest and open feedback, Airbnb may offer employees the option to provide feedback anonymously. This can help employees feel more comfortable sharing their thoughts and experiences, particularly when discussing sensitive topics such as belonging and inclusion. Airbnb conducts regular pulse surveys to collect real-time feedback from employees. The platform allows to gather insights on employee engagement and satisfaction.
Action Taken: In response to feedback, Airbnb implemented a "Belonging and Inclusion" initiative. They established employee resource groups to foster a sense of belonging and launched mandatory unconscious bias training for all employees. Based on the feedback, Airbnb implemented various initiatives to enhance the employee experience. They made changes to their compensation and benefits programs, expanded employee resource groups to foster inclusivity, and launched leadership development programs to support career growth. They also introduced new onboarding practices to improve the employee onboarding experience.
Google (reference):
Feedback Collection Method: Google has various channels for collecting feedback, including regular employee surveys, town hall meetings, and internal communication platforms.
Google conducts regular employee surveys to gather feedback on various aspects of the work environment. During town hall meetings where employees have the opportunity to ask questions and provide feedback directly to the manager.
These surveys cover topics such as job satisfaction, leadership, teamwork and workplace culture. The live pulse feedback provides valuable insights into employee experiences and perceptions.
The internal communication platforms encourage collaboration and open discussion among employees and the exchange of ideas. These platforms encourage collaboration and open discussion among employees.
Action Taken: In response to employee feedback, Google has implemented several initiatives. For example, they expanded their family leave policies to provide better work-life balance for employees. They also made changes to their performance review process, focusing on continuous feedback and development rather than a once-a-year evaluation.
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