Professional execution of your pulse check
Would you like to observe a certain topic and its change over time or monitor a change process in order to measure moods, fears and motivations and their development over time? Then you’ve come to the right place with Rogator.
We design your pulse survey together with you and, if you wish, support you during the entire process. In this way you will regularly receive important information on your specific survey topic. Our experienced specialists will be happy to provide you with comprehensive advice and professional support at every step of the process. With the help of our powerful software, we can implement any desired topic for your pulse check.
Your advantages of a pulse check with Rogator
We have the expertise from conducting pulse surveys on various topics as well as from national and international projects. Our specialists will be happy to provide you with comprehensive advice you on meaningful key performance indicators (KPIs) and effective measures for establishing and maintaining participation motivation.
The unique combination of powerful software and the methodological know-how of experienced experts can only be found at Rogator. With us you get everything from one source. We react with lightning speed to necessary changes in the process flow of your pulse check and implement your wishes and measures immediately.
At Rogator we implement all necessary processes to ensure your data protection. Data protection is also an integral part of our day-to-day work structures. For example, we rely exclusively on our in-house software and do not involve external service providers in the process. Your data will be managed exclusively on our certified server landscape. We also ensure the anonymity of the participants at all times through proven processes.
Topics of a pulse check with Rogator
Would you like to feel the pulse of your employees? We would be happy to assist you with a corresponding project.
In a pulse survey with Rogator, you decide on a topic or a few subject areas about which you would like to be informed over a certain period of time. The questionnaires are relatively short in comparison to classical or topic-focused employee feedback, which is conducted at intervals of at least one year and aims to analyze specific topics in greater depth.
The questionnaires of the regularly performed pulse checks often remain identical over time to allow comparability of the answers in time series analyses. One of the aims of pulse surveys is to record moods regarding structural changes in a company. Therefore, they are a useful accompanying instrument especially before, during and after restructuring.
- Change management:
Pulse checks are often used in the context of change management. If there are changes in the organisation, you can accompany this process with a pulse check to quickly find out if the employees have fears, concerns or other sensations about the process, how they are picked up and guided through the process, and what state of implementation they are at. After the change processes, we find out for you how satisfied your employees are with the change, whether everything went well or whether there is still potential for optimization.
A change process, which is currently underway or imminent in many companies, revolves around home office, digitalization and digital transformation. Are you and your company already ready for “Industry 4.0“?
In addition to classic change processes, there are also other processes in which pulse checks are a suitable feedback tool. For example, onboarding processes, i.e. the admission and integration of new employees into a company, are often accompanied by targeted and short surveys.
- Mood barometer:
In this process, your employees are surveyed at regular intervals on their satisfaction with certain aspects of the company and their commitment to the company. The focus is in particular on collecting the feedback in a timely manner and comparing it with the results of the previous waves. This proides you an up-to-date overview of the climate througout the entire company, aall the way to individual departments or teams, enabling you to identify possible changes immediately. Furthermore, we determine the identification and loyalty of your employees to the organization.
A mood barometer on the analysis page is ideal for the application of an online dashboard, which we will be happy to set up for you. Such a dashboard can also be used to follow the results live, if desired. With regular surveys, interesting time series can be displayed. And the filter function of our premium dashboard gives you deep insights into all areas of your organization.
Rogator advises you individually on all questions regarding the pulse checks
How often are the questions asked?
The intervals of pulse surveys vary. As a rule, surveys are carried out on a quarterly to half-yearly basis. This depends, among other things, on the handling of the collected data as well as on your follow-up process. This effort should not be underestimated. If pulse checks are carried out more frequently and the results are not processed and communicated in a timely manner, experience has shown that this leads to a decreasing response over time. Ask our experts about the ideal survey periods and processes for your company.
How long is a pulse check usually?
There are different types of pulse checks. The shortest variant consists of one or two questions with a comment function. A long pulse survey contains about 10-15 questions. However, participation in the survey should usually not take longer than a few minutes.
How can we counteract falling response rates?
In order to avoid falling response rates, we recommend using the results sensibly and working with them in a publicly visible manner. The communication with your employees is a central element in the process. Your collogen would like to know what results the survey delivers and above all which measures are being derived from it and how the implementation of these measures is being organised. The motivation to participate can also be increased by making a few changes to the questionnaire, such as the integration of a variable survey section with current topics. Another possibility is the regular survey of small, changing samples from all areas of the company. We will be happy to advise you on this.
What are the topics and KPIs to be asked about?
The determination of the survey topics is essential for the success of your pulse check. Topics such as overall satisfaction, motivation, willingness to recommend your company and the commitment of your employees are considered, among other things, early warning indicators for future fluctuation in your company and are closely related. Our specialists will inform you individually about suitable survey topics and KPIs for your organisation.
How can the willingness to participate be increased?
In order to increase the willingness to participate, Rogator recommends making the pulse checks a kind of brand and consequently giving it its own logo and name. This increases the recognition value and the perceived importance of your pulse check. Furthermore, it is important to clearly emphasise the objective of your pulse survey. As a result, positive communication among the participants is initiated, which in turn increases the willingness to participate.
Which survey method is most advantageous?
The fastest, simplest and now common form of conducting pulse check is of course the online survey due to the speed it necessitates. Compared to the paper survey, the logistical effort for preparation is considerably lower and the processing of the data considerably faster. Of course, if necessary, for example for employees in production who do not have a company e-mail address or a PC workstation, we can also use a paper invitation or a paper survey.
Methodological features of pulse checks
The question arises whether more open or closed questions are suitable for a pulse survey. The aim is to make a pulse survey as short as possible for the participant. The goal is usually to make a pulse survey as short as possible for the participant.This requirement is in any case easier to achieve with closed questions. In addition, you can evaluate closed questions more quickly, display them better using an online dashboard, and thus communicate the results more quickly. However, closed questions are thematically very strictly focused and therefore limited.
Open questions, on the other hand, are thematically much less restricted and usually offer more room for meaningful creativity. The evaluation of the results takes a little longer, but at the same time you have the chance to uncover problems that have not been considered before. It should be considered, however, that under certain circumstances this can lead to a certain expectation on the part of the workforce that they will respond to individual comments, which in turn is difficult to implement in practice or is not always desired.
Overall, it is therefore important to weigh up which approach best meets your goals and your individual information requirements, which KPIs are important to you, how you would like to structure the follow-up processes according to the respective survey intervals and how extensive the dialogue with your employees should be. We are happy to advise you on these topics based on our many years of experience.
Services at a glance
1. Kick-off workshops and consulting
2. Questionnaire development and translations, if necessary
3. Communication and participant invitation
4. Survey implementation
5. Evaluation and reporting in longitudinal section
6. Dashboard setup
7. Presentation of results
8. Follow-up processes
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