90 Best Employee Pulse Survey Questions You Should Ask!

So you’ve decided to conduct employee pulse surveys! Here is the catch: Your pulse surveys are only as good as the employee pulse survey questions you ask in them!

Asking the right employee pulse survey questions in fact is a crucial part of almost every facet of leading a group of people.

Whether you are conducting performance reviews or sending out employee engagement surveys, the only way to get the most out of them, you need to be asking the right questions.

The underlying driving force behind the power of asking the right employee pulse survey questions is simple: Curiosity. Whether you are working in a conventional setup or working remotely, you need leaders who are curious.

When you ask employee pulse survey questions, you shouldn’t ask them to check a list, you should be asking them because you’re actually curious about the answers.

So without further ado, here are the 90 best employee pulse survey questions curious leaders should be asking regularly!

90 Best Employee Pulse Survey Questions

A. Employee Pulse Survey Questions Related to Company Culture

Building a positive company culture ranks among some of the most important duties of any leader. Implementing a culture of recognition, or fostering a culture of creativity is easier said than done.

In fact, once you’re confident in the culture you’ve instilled in a company, that is when the real work begins. Questions related to company culture help curious leaders get a better picture of the existing company culture. Here are some employee pulse survey questions examples:

1. How would you rate our company culture?
2. Do you feel that the company’s values align with your personal values?
3. Do you feel that the company is inclusive and supportive of diverse backgrounds and perspectives?
4. How would you describe the level of collaboration between different teams or departments?
5. Do you feel that you have the resources you need to do your job well?
6. What do you believe are the core values of the company?
7. How comfortable are you with sharing your opinions and ideas with colleagues?
8. What types of initiatives or programs would you like to see implemented to promote diversity, equity, and inclusion in the workplace?
9. In your opinion, how important is employee wellness in the company culture?
10. What do you believe are the company’s strengths and weaknesses in terms of work-life balance?

B. Employee Pulse Survey Questions related to Employee Engagement

Employee engagement still stands as one of the most important employee performance metrics of our time. The difference between having engaged employees and disengaged employees just might be the difference between running a productive team or not.

Asking employee pulse survey questions on employee engagement is key in measuring how engaged your employees are.

1. How satisfied are you with your job overall?
2. How often do you feel motivated to go above and beyond in your work?
3. Do you feel that your work is meaningful and aligned with the company’s mission?
4. How well does your supervisor recognize your accomplishments and contributions?
5. Do you feel that your opinions and feedback are valued by your manager?
6. What motivates you to come to work every day?
7. How often do you feel recognized or appreciated for your contributions to the company?
8. What do you believe are the most important benefits and perks that the company offers?
9. What changes would you like to see in your role or responsibilities to increase your engagement?
10. How connected do you feel to the company’s mission and vision?

C. Employee Pulse Survey Questions related to Performance Management

Performance management involves setting goals, providing feedback, and evaluating employee performance. This, in fact, might be one of the broadest categories on this list.

As you’re coming up with employee pulse survey questions related to performance management, you need to make sure that you keep the fact that performance is a continuous process, in mind. Let’s look at these employee pulse survey sample questions.

1. Do you feel that your supervisor provides clear and actionable feedback on your performance?
2. How well does your supervisor communicate expectations for your role?
3. How frequently do you have opportunities to discuss your performance with your supervisor?
4. How well does the company support your professional growth and development?
5. How effective is the company’s performance evaluation process in helping you improve?
6. How do you feel about the feedback you receive from your manager on your performance?
7. What support or resources would help you improve your performance in your role?
8. How do you measure your success in your current role?
9. What are your career goals, and how can the company support you in achieving them?
10. How do you feel about the company’s performance review process?

Leveraging technology

As we stated above, and in countless other blog posts, performance is a continuous process, not an individual event.

One of the best things a leader can do while conducting pulse surveys is to integrate employee engagement, feedback, and recognition into the whole process.

If you’re leading a team in Microsoft Teams, then guess what? You’re in luck! By simply implementing Teamflect, an all-in-one performance management solution specifically designed for Microsoft Teams, you can:

• Create employee engagement surveys
• Manage tasks
• Create goals and OKRs
• Have access to an extensive performance review template gallery
• Implement custom employee pulse survey questions
• and more!

D. Employee Pulse Survey Questions related to Communication and Feedback

Effective communication and feedback are of paramount importance when maintaining a positive work environment and promoting employee engagement.

By using this pulse survey template related to communication and feedback you can identify areas where employees may be struggling, as well as opportunities for improvement.

1. How well does the company communicate important updates or changes?
2. How often do you receive feedback on your work from your supervisor?
3. Do you feel that your supervisor actively listens to your concerns and suggestions?
4. How well does the company encourage open and honest communication between employees and managers?
5. How well does the company support cross-functional communication and collaboration?
6. What are the best ways for the company to communicate changes in policies or procedures?
7. How comfortable are you with providing feedback to your colleagues and managers?
8. What do you believe are the most effective ways to handle conflicts or disagreements in the workplace?
9. What changes would you like to see in how the company handles employee feedback and suggestions?
10. What do you believe are the most important communication skills for effective teamwork and collaboration?

E. Employee Pulse Survey Questions related to Leadership and Management:

Employee pulse survey questions on leadership and management can serve two very distinct and incredibly key purposes.

Not only can they help evaluate the existing leaders within the organization, but they can also highlight the employees who show the most leadership potential within the company.

1. How well does your supervisor motivate and inspire you to do your best work?
2. How well does your supervisor communicate the company’s vision and strategy?
3. Do you feel that your supervisor leads by example?
4. How well does the company support the professional development of its managers and leaders?
5. Do you feel that your supervisor effectively manages team dynamics and conflicts?
6. How would you describe the leadership style of your direct supervisor?
7. What do you believe are the most important qualities of an effective manager?
8. How do you believe the company can better support managers in their roles?
9. What changes would you like to see in how your manager communicates with their team?
10. What support or resources do you believe new managers need to be successful in their roles?

F. Employee Pulse Survey Questions related to Work-Life Balance:

Work-life balance is important for promoting employee well-being, reducing stress and the chances of employee burnout, and increasing productivity.

Asking employee pulse survey questions related to work-life balance can help you identify areas where employees may be struggling to balance their work responsibilities with their personal lives, and can help you develop strategies for promoting better work-life integration.

1. Do you feel that your workload is manageable?
2. How often do you work outside of normal business hours?
3. Do you feel that the company supports work-life balance, such as through flexible work arrangements?
4. How well does the company support employee mental health and well-being?
5. Do you feel that you have enough time to recharge and take care of personal needs outside of work?
6. How do you prioritize and manage your personal and professional responsibilities?
7. What changes or accommodations would you like to see in your work schedule to better support your work-life balance?
8. How do you believe the company can better support employee wellness and mental health?
9. What are the most important aspects of work-life balance for you?
10. What do you believe are the biggest challenges to achieving work-life balance in your role?

G. Employee Pulse Survey Questions related to Training and Development

Investing in employee training and development is crucial for both individual growth and overall organizational success.

These employee pulse survey questions can help assess the effectiveness of current training programs and identify areas for improvement.

1. How satisfied are you with the training and development opportunities provided by the company?
2. Do you feel that the company invests enough in employee training and skill development?
3. How well do the current training programs align with your career goals and aspirations?
4. How frequently do you receive feedback on your performance during training sessions?
5. Do you believe the company provides sufficient opportunities for professional growth and upskilling?
6. What types of training programs or workshops would you like to see implemented in the future?
7. How well does the company support on-the-job learning and continuous development?
8. In your opinion, how effective are the current methods used for employee skill assessment?
9. What barriers do you face in accessing and participating in training programs?
10. What support or resources would enhance your learning experience within the company?

H. Employee Pulse Survey Questions related to Remote Work

Given the rise of remote work, understanding employees’ experiences and challenges in a virtual work environment is essential.

These employee pulse survey questions focus on various aspects of remote work to gauge satisfaction and identify areas for improvement.

1. How satisfied are you with the company’s remote work policies and support?
2. Do you feel adequately equipped with the tools and technology to effectively work remotely?
3. How well does the company foster a sense of connection and collaboration among remote teams?
4. What challenges do you face in maintaining work-life balance while working remotely?
5. How often do you experience communication gaps or feelings of isolation in a remote work setup?
6. Do you believe the company values and recognizes your contributions, even in a virtual environment?
7. What changes or improvements would you suggest to enhance the remote work experience?
8. How well does the company address the mental health and well-being of remote employees?
9. In your opinion, what are the key benefits and drawbacks of remote work in your role?
10. What strategies would you recommend for improving team cohesion in a remote work setting?

I. Employee Pulse Survey Questions related to Recognition and Rewards

Acknowledging and appreciating employees for their contributions is vital for morale and employee motivation.

These employee pulse survey questions focus on recognition and rewards to assess the effectiveness of current practices and gather suggestions for improvement.

1. How satisfied are you with the company’s current recognition and rewards programs?
2. Do you feel that your efforts and achievements are adequately recognized by the company?
3. What types of recognition or rewards do you find most meaningful and motivating?
4. How transparent do you think the company is in communicating its recognition and rewards criteria?
5. Do you believe there are equal opportunities for recognition across all teams and departments?
6. How well does the company celebrate individual and team successes?
7. In your opinion, what could be done to enhance the effectiveness of recognition programs?
8. How frequently do you receive feedback or praise for your contributions to the company?
9. What changes or additions would you propose to the existing rewards and recognition system?
10. What role do peer-to-peer recognition and team-based rewards play in promoting a positive culture?

Employee Pulse Survey Best Practices

1. Set your goals

You need to be specific about your goals before starting the survey design as it will allow you to ask the right questions.

Starting to create employee pulse survey questions without a clear goal is not strategic. So, keep these points in mind to be more specific with goal-setting.

• The purpose of the survey.
• The information you seek to acquire.
• How to use the results.

2. Pick the right target audience

After setting your goals, you should identify the right target audience that will receive the survey. It can be the whole organization for broader topics but you can also survey a specific department.

When picking the audience for an employee pulse survey, you need to ask certain questions:

Should it be an anonymous survey or not?

This question is useful because your employees might feel pressured to give certain responses and this can affect the quality of your data. So, for sensitive topics you can ensure anonymity.

Should you target the entire organization or not?

Employee pulse survey questions mainly used for collecting data from small groups. However, you can survey your entire organization when the topic applies to all employees.

Should I target a department or team?

Employee pulse survey questions are designed according to the needs of a specific group within a company, such as a team or a department.

3. Have a consistent frequency

If you cannot act on your survey results, there is no point in designing employee survey questionnaires.

If you are still analyzing the employee engagement pulse survey data, you may not have capacity to evaluate the results of another survey, so you should ask your managers and HR to see if you have the bandwidth to act upon another one.

4. Create a follow-up

If you act upon the employee feedback received from employee pulse surveys, your employees will understand that you value and consider their opinions.

Not taking action after conducting employee pulse surveys can cause employee disengagement. Furthermore, you should incorporate a plan for communication to discuss the results and the future steps.

Common Employee Pulse Survey Mistakes

Being aware of the common employee pulse survey mistakes will help companies to collect more accurate data.

1. Not setting a clear goal

When you are not specific with your goals, you will come up with irrelevant employee pulse survey questions and this will prevent you from acquiring meaningful data. So, the first step is establishing clear goals.

2. Ineffective communication

Ineffective communication may result in low participation as well as skepticism among your employees so, always communicate the purpose, confidentiality, and the benefits of answering the survey to your employees.

3. Complicated and lengthy surveys

When you ask too many employee pulse survey questions with complicated jargon, the engagement rate might decrease. So, you should make sure that your employee pulse survey questions are easy to understand and focused on key areas.

4. Not guaranteeing confidentiality

If employees are answering questions about sensitive topics, you should guarantee that their answers will remain anonymous. Otherwise, they will not provide honest feedback which will negatively affect the quality of your results.

5. Dismissing employee feedback

Dismissing employee feedback contradicts conducting an employee pulse survey. Furthermore, it will discourage them from participating in future pulse surveys because they will think that their input is not valuable.

6. Inconsistent pulse survey frequency

You shouldn’t be either too frequent or infrequent with your pulse surveys. When you are too frequent you will overwhelm the respondents and when it’s the opposite you may miss important data collection points.

7. Lack of comprehensive data analysis

Once you gather data, make sure that you analyze it thoroughly to reach a conclusion that will help you to address an issue.

8. Neglecting transparency

When you are not open about the employee pulse survey results, your employees will have a sense of distrust and this will lower employee engagement for future surveys.

Pulse Survey vs Engagement Survey

There are important differences between employee engagement surveys and employee pulse surveys, even though both aim to quantify employee satisfaction and engagement.

Let’s take a closer look at employee pulse survey vs engagement survey discussion.

The frequency

The number of employee pulse surveys is higher than that of employee engagement surveys. An employee survey is normally carried out annually or twice a year, while pulse surveys are frequently used on a monthly, quarterly, or even weekly basis.

The length

Employee pulse surveys are significantly shorter than employee engagement surveys. They are easy to complete and only include a handful of questions. Employee engagement surveys, in contrast, may have dozens of questions and require more time to finish.

Goals

Employee engagement surveys are intended to gauge general engagement and happiness with the organization, whereas employee pulse surveys are intended to obtain feedback on specific issues or subjects, such as communication, or leadership support.

Flexibility

Pulse surveys aren’t constrained by predetermined questions; you get to decide what they should cover. This enables your company to concentrate on what is most crucial at the moment.

Actionability

Employee pulse surveys offer immediate insight that can be leveraged to make swift modifications. On the other hand, employee engagement surveys give a more thorough picture of employee satisfaction, which can guide future plans and efforts.